1 Creating An Industry Drug-Free Program ScreenSafe Inc. Program Administrators.

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Creating Creating An Industry An Industry Drug-Free Drug-Free ProgramProgram

ScreenSafe IncScreenSafe Inc. .

Program Program AdministratorsAdministrators

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Our National Substance Our National Substance Abuse ProblemAbuse Problem

• The The Social Costs Social Costs of illicit drug of illicit drug abuse add up to $110 billion each abuse add up to $110 billion each yearyear

• U.S. drug users spend substantially U.S. drug users spend substantially more than $63.2 billion annually to more than $63.2 billion annually to purchase drugspurchase drugs

• There are more than 1 million drug There are more than 1 million drug arrests each year - half of all arrests each year - half of all arrestees test positive for illicit arrestees test positive for illicit drug usedrug use

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Drug Use and Alcohol Drug Use and Alcohol Abuse: ConsequencesAbuse: Consequences

1.4 million 1.4 million arrests for arrests for driving while driving while intoxicatedintoxicated

4 in 10 fatal 4 in 10 fatal motor vehicle motor vehicle accidents accidents involve alcoholinvolve alcohol

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Drug Use and Alcohol Drug Use and Alcohol Abuse: ConsequencesAbuse: Consequences

Among employed adults, the Among employed adults, the highest rates of current drug highest rates of current drug use and heavy drinking are use and heavy drinking are reported by;reported by;• White, non-Hispanic malesWhite, non-Hispanic males• 18-25 years old18-25 years old

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Drug Use and Alcohol Drug Use and Alcohol Abuse: PrevalenceAbuse: Prevalence

According to According to the 2004 the 2004 Household Household survey, 75.2 % survey, 75.2 % of those who of those who used illegal used illegal drugs in the drugs in the past month past month are employed.are employed.

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Illicit Drug Use by IndustryIllicit Drug Use by Industry

• By occupation, the highest By occupation, the highest rates of current drug use and rates of current drug use and heavy drinking were reported heavy drinking were reported by those employed as by those employed as • Food preparation workers, waiters, Food preparation workers, waiters,

waitresses and bartenders (19%)waitresses and bartenders (19%)• Construction workers (14%)Construction workers (14%)• Service occupations (13%) Service occupations (13%) • Transportation/material moving Transportation/material moving

workers (10%).workers (10%).

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Postal Service StudyPostal Service Study

A U.S. Postal Service study A U.S. Postal Service study indicated that employees who indicated that employees who tested positive on their pre-tested positive on their pre-employment drug test were :employment drug test were : 77% more likely to be discharged 77% more likely to be discharged

within the first three years of within the first three years of employmentemployment

absent from work 66% more often absent from work 66% more often than those who tested negative. than those who tested negative.

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Postal Service StudyPostal Service Study

The study estimated that the The study estimated that the U.S. Postal Service would have U.S. Postal Service would have saved approximately $52 saved approximately $52 million within two years, if it million within two years, if it had just screened out positive had just screened out positive job applicants.job applicants.

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The ProgramThe Program

Tri-Counties SMACNA along with Tri-Counties SMACNA along with SMWIA Local # 273 have formed a SMWIA Local # 273 have formed a

partnership to address the problems partnership to address the problems caused by drug and alcohol abusecaused by drug and alcohol abuse

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Goals and ObjectivesGoals and Objectives

Recognition of the problem; Recognition of the problem; Development of a comprehensive Development of a comprehensive

policy; policy; Educate Participants;Educate Participants; Promote the Member/Employee Promote the Member/Employee

Assistance Program (M/EAP);Assistance Program (M/EAP); Implement a fair and respectful drug Implement a fair and respectful drug

testing program that conforms to testing program that conforms to Federal drug testing standards.Federal drug testing standards.

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Key Policy IssuesKey Policy Issues

Contractor participation and Contractor participation and commitment is critical.commitment is critical.

Participant education.Participant education. Supervisory training.Supervisory training. Drug testing.Drug testing.

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Policy Requirements and Policy Requirements and ProhibitionsProhibitions

The use of alcohol or drugs by The use of alcohol or drugs by employees during working hours on employees during working hours on the job site or on company property the job site or on company property (including company vehicles) is (including company vehicles) is absolutely prohibitedabsolutely prohibited..

Participants are required to submit to Participants are required to submit to drug and/or alcohol testing in drug and/or alcohol testing in accordance with this policy.accordance with this policy.

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No participant will be tested for alcohol No participant will be tested for alcohol unless a reasonable suspicion exists unless a reasonable suspicion exists that the person is under the influence of that the person is under the influence of alcohol, or they are involved in an OSHA alcohol, or they are involved in an OSHA recordable on the job accident. recordable on the job accident.

Participants subject to this policy Participants subject to this policy continue to have access to the usual continue to have access to the usual protections provided as part of their protections provided as part of their union membership.union membership.

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All participants shall be considered part of All participants shall be considered part of the testing pool and will be tested over a 2 the testing pool and will be tested over a 2 year period.year period.

Participants will be selected randomly from Participants will be selected randomly from the 50% pool.the 50% pool.

Participants who complete the testing Participants who complete the testing process will not be returned to the 50% pool.process will not be returned to the 50% pool.

At the same time there will be an ongoing At the same time there will be an ongoing 10% pool.10% pool.

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Testing ProceduresTesting Procedures

Names picked from the random pool.Names picked from the random pool. ScreenSafe through the Union finds out ScreenSafe through the Union finds out

where the union member is working.where the union member is working. Designated (Company or Union) Designated (Company or Union)

Representative called and informed to Representative called and informed to expect a fax regarding participants expect a fax regarding participants being tested.being tested.

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ScreenSafe makes calls to Designated ScreenSafe makes calls to Designated Representative in the AM.Representative in the AM.

Forms sent to Designated Representative:Forms sent to Designated Representative: Testing Procedures for the Sheet Testing Procedures for the Sheet

Metal/ScreenSafe Drug Free Program Metal/ScreenSafe Drug Free Program List of Collection SitesList of Collection Sites

By the end of the business day, the By the end of the business day, the Designated Representative informs participant Designated Representative informs participant that his/her name has been selected.that his/her name has been selected.

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If participant is unemployed they will If participant is unemployed they will receive $50.00 from the program for receive $50.00 from the program for testing.testing.

Participants are given until end of Participants are given until end of nextnext business day to take test. business day to take test.

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At the Collection SiteAt the Collection Site

Authorization for Consent to Drug Analysis Authorization for Consent to Drug Analysis and Authorization of Release of Results for and Authorization of Release of Results for testingtesting

Release of Information Signed for Medical Release of Information Signed for Medical Review Officer (MRO), M/EAP and Review Officer (MRO), M/EAP and ScreenSafeScreenSafe

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At The Collection SiteAt The Collection Site

Participant Signs Consent FormsParticipant Signs Consent Forms Collection Site Technician faxes Collection Site Technician faxes

Consent and Release Form Back to Consent and Release Form Back to ScreenSafeScreenSafe

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If the test is negative, no further action If the test is negative, no further action is taken.is taken.

If the test is positive, the Medical If the test is positive, the Medical Review Officer (MRO) calls participant Review Officer (MRO) calls participant to validate reason for positive.to validate reason for positive.

If no valid reason found, participant is If no valid reason found, participant is in violation of policy.in violation of policy.

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Testing will also be done when there is Testing will also be done when there is “reasonable suspicion”.“reasonable suspicion”.

Accelerated testing (follow-up) takes Accelerated testing (follow-up) takes place once a participant has been non-place once a participant has been non-compliant. It is based on M/EAP compliant. It is based on M/EAP evaluation.evaluation.

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Testing Procedures - Testing Procedures - SafeguardsSafeguards

Integrity of specimens insured by Integrity of specimens insured by utilization of one collection procedure utilization of one collection procedure at all sitesat all sites

All labs have DHHS certificationAll labs have DHHS certification All positives confirmed by GC/MSAll positives confirmed by GC/MS MRO reviews all drug test positivesMRO reviews all drug test positives

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Testing Procedures – Testing Procedures – SafeguardsSafeguards

Urine samples separated into two Urine samples separated into two containers at time of collectioncontainers at time of collection

Other forms of testing for participants Other forms of testing for participants with confirmed medical conditionswith confirmed medical conditions

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Testing Occasions - Testing Occasions - PortabilityPortability

These provisions will apply to those These provisions will apply to those individuals working under the individuals working under the portability rules.portability rules.

All traveling craftpersons will be All traveling craftpersons will be subject to:subject to: Initial testing Initial testing Random testing – 10% poolRandom testing – 10% pool

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Testing Occasions - Testing Occasions - PortabilityPortability

Craftperson will be allowed to report to Craftperson will be allowed to report to work immediately after providing proof of work immediately after providing proof of taking required urine test.taking required urine test.

If the Craftsperson is non-compliant for If the Craftsperson is non-compliant for any prohibited substance results in any prohibited substance results in immediate terminationimmediate termination..

Craftperson who is non-compliant must Craftperson who is non-compliant must wait 30 days to test again in order to work wait 30 days to test again in order to work in the jurisdiction.in the jurisdiction.

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Policy ViolationsPolicy Violations

Policy Violations can include;Policy Violations can include; Having a positive test result.Having a positive test result. Failing to take a test as scheduledFailing to take a test as scheduled Failure to call the MROFailure to call the MRO Failing to keep a scheduled appointment Failing to keep a scheduled appointment

with M/EAP orwith M/EAP or Failing to participate in and/or complete Failing to participate in and/or complete

the assigned treatment or education the assigned treatment or education programprogram

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Policy ViolationsPolicy Violations

Policy Violations can include Policy Violations can include (continued);(continued); Substituting another substance or Substituting another substance or

specimenspecimen Providing a dilute specimen for a second Providing a dilute specimen for a second

time without a valid medical explanationtime without a valid medical explanation Providing a urine specimen which shows Providing a urine specimen which shows

the presence of an adulterantthe presence of an adulterant

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ConsequencesConsequences

Upon a first notice of unavailability the Upon a first notice of unavailability the participant;participant; will be referred to the M/EAP for evaluationwill be referred to the M/EAP for evaluation must complete recommended treatment or must complete recommended treatment or

education programeducation program An apprentice or participant in training shall be An apprentice or participant in training shall be

referred to the training coordinator and action referred to the training coordinator and action could include referral to M/EAP, disciplinary could include referral to M/EAP, disciplinary action or cancellation from the training programaction or cancellation from the training program

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(con’t)(con’t) The participant will be placed in an accelerated The participant will be placed in an accelerated

testing program.testing program.

Participant may choose to wait out 30 days. Participant may choose to wait out 30 days. Participant may not work and will not be Participant may not work and will not be reinstated until a negative urine test is received. reinstated until a negative urine test is received.

The participants may only wait out on the first The participants may only wait out on the first non-compliance, any preceding non-non-compliance, any preceding non-compliances the participant would be required to compliances the participant would be required to attend the M/EAPattend the M/EAP

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Consequences LocalConsequences Local Upon a second notice of unavailability Upon a second notice of unavailability

from the preceding first within a 2 year from the preceding first within a 2 year period the participant;period the participant;

will be referred to the EAP for evaluationwill be referred to the EAP for evaluation

must complete recommended treatment or must complete recommended treatment or education programeducation program

will be placed in an accelerated testing will be placed in an accelerated testing program.program.

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(con’t)(con’t) An apprentice or participant in training shall An apprentice or participant in training shall

be referred to the training coordinator and be referred to the training coordinator and action could include referral to EAP, action could include referral to EAP, disciplinary action or cancellation from the disciplinary action or cancellation from the training programtraining program

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Consequences Consequences

Upon a third notice of unavailability from the Upon a third notice of unavailability from the preceding second within a 2 year period the preceding second within a 2 year period the participant;participant;


must complete recommended treatment or must complete recommended treatment or education program prior to returning to work.education program prior to returning to work.

will be placed in an accelerated testing program.will be placed in an accelerated testing program.

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(con’t)(con’t) Will be suspended for 30 days.Will be suspended for 30 days.

Will be required to sign a “1Will be required to sign a “1stst Letter of Letter of Understanding”.Understanding”.

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Upon a fourth notice of unavailability from Upon a fourth notice of unavailability from the preceding second within a 2 year period the preceding second within a 2 year period the participant;the participant;



will be placed in an accelerated testing programwill be placed in an accelerated testing program

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(con’t)(con’t) Will be suspended for 180 days.Will be suspended for 180 days.

Will be required to sign a “2Will be required to sign a “2ndnd Letter of Letter of Understanding”.Understanding”.

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Upon a fifth notice of unavailability from the Upon a fifth notice of unavailability from the preceding second within a 2 year period the preceding second within a 2 year period the participant;participant;



will be placed in an accelerated testing programwill be placed in an accelerated testing program

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(con’t)(con’t) Will be suspended for 1 year.Will be suspended for 1 year.

Will be required to sign a “3Will be required to sign a “3rdrd Letter of Letter of Understanding”.Understanding”.

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Post-Accident TestingPost-Accident Testing

Post accident testing may be done Post accident testing may be done when employees are involved in a when employees are involved in a work related accident or incident work related accident or incident that results in a fatality, a lost that results in a fatality, a lost time injury, OSHA recordable time injury, OSHA recordable incident or significant property incident or significant property damage or monetary loss. damage or monetary loss.

Post Accident testing is done at Post Accident testing is done at the employers expense and the the employers expense and the employer is entitled to the results.employer is entitled to the results.

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Designated Representative Designated Representative ResponsibilitiesResponsibilities

Register names of new employees with Register names of new employees with ScreenSafe.ScreenSafe.

Send names of people who have left the Send names of people who have left the company.company.

Information Needed:Information Needed: Name, social security number/union card number, Name, social security number/union card number,

address, city, state, zip, and phone numberaddress, city, state, zip, and phone number For people who work 20 hours or more per For people who work 20 hours or more per

week and are not a part of another union or week and are not a part of another union or bargaining unit.bargaining unit.

NotifyNotify people who need to people who need to test test

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After employee notified “After employee notified “Notification Form” Notification Form” must be faxed to ScreenSafe with time and must be faxed to ScreenSafe with time and date the person was notifieddate the person was notified

Remind employeeRemind employee They need a They need a picture I.D.picture I.D. or be accompanied by or be accompanied by

a foreman.a foreman. They need to test before the They need to test before the end of the next end of the next

business day.business day. They should keep receipt They should keep receipt oror give to Designated give to Designated

RepresentativeRepresentative They need to inform the testing site that they are They need to inform the testing site that they are

testing testing through ScreenSafe/Sheet Metalthrough ScreenSafe/Sheet Metal They need to give their They need to give their UNION CARD UNION CARD

NUMBERNUMBER if they are a union member if they are a union member

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Non-Compliant ParticipantsNon-Compliant Participants When you are notified about a non-compliant When you are notified about a non-compliant

person this information person this information must must remain remain confidential.confidential. A non-compliant person is A non-compliant person is not allowednot allowed to work to work

until ScreenSafe faxes a copy of the until ScreenSafe faxes a copy of the “Release to “Release to Work”Work” form to you. The person must be form to you. The person must be removedremoved from duty from duty immediately.immediately.

PleasePlease discretely discretely notify the person they are non- notify the person they are non-compliant. compliant. Quietly and calmlyQuietly and calmly explain to them explain to them that you were notified of their that you were notified of their non-compliancenon-compliance from ScreenSafe and they must leave the job site from ScreenSafe and they must leave the job site immediately. Inform the person they need to immediately. Inform the person they need to callcall ScreenSafe 877/727-3369.ScreenSafe 877/727-3369.

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CONCLUSIONCONCLUSION

Our approach is always fairness Our approach is always fairness and objectivity for the employee and objectivity for the employee and for the employer.and for the employer.

Our intention is always to help.Our intention is always to help. Our goal is always to assist in Our goal is always to assist in

providing a safe and drug-free providing a safe and drug-free workplace.workplace.

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Implementation of ProgramImplementation of Program Decide upon a “Helping Program/M/EAP”Decide upon a “Helping Program/M/EAP” Register all contractors Register all contractors Identify “Designated Representatives” at Identify “Designated Representatives” at

all the contractor sites.all the contractor sites. Enroll all contractor employees in Enroll all contractor employees in

program.program. Participant education Participant education Supervisory trainingSupervisory training Initiate testingInitiate testing

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Member Assistance Member Assistance ProgramProgram

BEAT IT!BEAT IT!(800) 828-3939(800) 828-3939

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THE ROLE OF THE THE ROLE OF THE SUPERVISORSUPERVISOR

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Supervisor Supervisor ResponsibilitiesResponsibilities

IdentifyIdentify Assess and clarifyAssess and clarify DocumentDocument Get Help/ConsultGet Help/Consult Take ActionTake Action ReferRefer Follow-upFollow-up

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IdentifyIdentify The supervisor The supervisor

must notice a must notice a change in…change in…PerformancePerformanceAttendanceAttendanceSafetySafetyBehaviorBehavior

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IdentifyIdentify Examples of Common Examples of Common

Performance Problems:Performance Problems: Poor attendance - tardiness, unexplained Poor attendance - tardiness, unexplained

absences, long lunchesabsences, long lunches Mistakes and missed deadlinesMistakes and missed deadlines Co-worker or customer complaintsCo-worker or customer complaints

How do I decide if I should sent someone How do I decide if I should sent someone for a “reasonable suspicion” test?for a “reasonable suspicion” test?

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Reasonable Reasonable SuspicionSuspicion

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““Levels of Proof” Levels of Proof” Defined by the courtsDefined by the courts

Proof Beyond a Reasonable DoubtProof Beyond a Reasonable Doubt Clear and Convincing EvidenceClear and Convincing Evidence Preponderance of EvidencePreponderance of Evidence

Balancing the proof 51% or moreBalancing the proof 51% or more Probable CauseProbable Cause

Facts that show more likely than not that a Facts that show more likely than not that a crime was committedcrime was committed

Reasonable SuspicionReasonable Suspicion HunchHunch

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Reasonable Reasonable Suspicion is Suspicion is something something more than a more than a hunch.hunch.U.S. Supreme U.S. Supreme Court Court

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Reasonable SuspicionReasonable Suspicion To be more than “a hunch” one or more of the To be more than “a hunch” one or more of the

following facts should be present;following facts should be present; Suspicious Signs Suspicious Signs Symptoms commonly associated with useSymptoms commonly associated with use Evidence of drug or alcohol use at workEvidence of drug or alcohol use at work Suspicious Behaviors associated with possible Suspicious Behaviors associated with possible

useuse Physical symptoms that could indicate drug or Physical symptoms that could indicate drug or

alcohol usealcohol use

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Reasonable SuspicionReasonable Suspicion Suspicious Signs Suspicious Signs

Presence of Drug or Alcohol containers Presence of Drug or Alcohol containers or paraphernaliaor paraphernalia

Odor of MarijuanaOdor of Marijuana Smell of AlcoholSmell of Alcohol Unusual amount of breaks or restroom Unusual amount of breaks or restroom

visitsvisits Member in unauthorized areasMember in unauthorized areas

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Reasonable SuspicionReasonable Suspicion

Symptoms associated with drug & alcohol use;Symptoms associated with drug & alcohol use; Slow reactions Slow reactions Poor CoordinationPoor Coordination Work site sleeping or fatigueWork site sleeping or fatigue Delayed or erratic decision making or judgmentDelayed or erratic decision making or judgment ConfusionConfusion Loss of concentration, difficulty learningLoss of concentration, difficulty learning CarelessnessCarelessness Intoxicated behaviorIntoxicated behavior

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Reasonable SuspicionReasonable Suspicion Physical symptoms that could Physical symptoms that could

indicate drug or alcohol use;indicate drug or alcohol use; Bloodspots on shirt sleevesBloodspots on shirt sleeves TremorsTremors Slurred or racing speechSlurred or racing speech Staggering walkStaggering walk Poor balancePoor balance Dilated or Constricted PupilsDilated or Constricted Pupils NauseaNausea

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Reasonable Suspicion Reasonable Suspicion (Department of (Department of Transportation)Transportation)

The Employer determination that The Employer determination that Reasonable Suspicion exists must be Reasonable Suspicion exists must be based on based on specificspecific, , contemporaneouscontemporaneous, , articulable observationsarticulable observations concerning the concerning the appearance, behavior, speech or body appearance, behavior, speech or body odors of the driver.odors of the driver.

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Reasonable SuspicionReasonable Suspicion SpecificSpecific: must be clearly distinguishable: must be clearly distinguishable ContemporaneousContemporaneous: happening as you : happening as you

observe themobserve them ArticulableArticulable: be able to clearly describe : be able to clearly describe

the observationthe observation NOTE: Second hand observation is not NOTE: Second hand observation is not

acceptableacceptable

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Reasonable SuspicionReasonable Suspicion When a supervisor observes signs and When a supervisor observes signs and

symptoms that lead them to believe that the symptoms that lead them to believe that the Member may not be in a condition where they Member may not be in a condition where they can safely and effectively perform their duties, can safely and effectively perform their duties, that constitutes reasonable suspicion.that constitutes reasonable suspicion.

Reasonable Suspicion testing does not require Reasonable Suspicion testing does not require certainty. However, mere “hunches” are not certainty. However, mere “hunches” are not sufficient to meet the standard.sufficient to meet the standard.

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Is It More Than A Is It More Than A Hunch?Hunch?

Compare against the known pattern – is Compare against the known pattern – is this usual behavior/performance?this usual behavior/performance?

Does this behavior/performance fit with Does this behavior/performance fit with company standards?company standards?

Interview the person to detect other signs Interview the person to detect other signs of impairment.of impairment.

Does a second, manager or supervisor Does a second, manager or supervisor reach the same conclusionreach the same conclusion??

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Protocols to ClarifyProtocols to Clarify What documentation must be completed?What documentation must be completed? What are the protocols for testing?What are the protocols for testing?

Collection site location?Collection site location? Transportation & supervision to the Transportation & supervision to the

collection site?collection site? Transportation home?Transportation home?

Who get results? Who get results? Procedures for results; positive or negativeProcedures for results; positive or negative

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Assess and ClarifyAssess and Clarify►►AssessAssess ►►ClarifyClarifyDoes the Member Does the Member have the …have the …

Does the Member Does the Member understand the ….understand the ….

AbilityAbility Performance Performance StandardsStandards

TrainingTraining

Company PoliciesCompany Policies

Skills Skills

MotivationMotivation

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DocumentDocument Supervisors must document:Supervisors must document:

Workplace BehaviorWorkplace Behavior Workplace PerformanceWorkplace Performance

• Documentation must be:– Factual and specific– Objective– Timely– Discussed

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DocumentationDocumentationWrite down the facts – only! Write down the facts – only! Do not assume anything Do not assume anything Do not generalize what you Do not generalize what you

observedobservedThe document must be kept The document must be kept

confidentialconfidential

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DocumentationDocumentation Instead of saying:Instead of saying:

““I suspect this Member (driver) is using I suspect this Member (driver) is using alcohol”alcohol”

Write: Write: Member has difficulty concentratingMember has difficulty concentratingMember seems uncoordinatedMember seems uncoordinatedEmployee’s breath smells like he has Employee’s breath smells like he has

been drinking beerbeen drinking beer

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DocumentationDocumentation Instead of sayingInstead of saying: :

““The Member acts like he’s on drugs.”The Member acts like he’s on drugs.”Write: Write:

Member is talking in short clipped Member is talking in short clipped sentencessentences

Member is speaking really fastMember is speaking really fastMember has difficulty looking me in the Member has difficulty looking me in the

eyeeyeMember is trying to avoid meMember is trying to avoid me

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Get Help / ConsultGet Help / ConsultUse the available resourcesUse the available resources

SupervisorSupervisorHuman ResourcesHuman ResourcesMAPMAPSecuritySecurity

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Take Action #1: Take Action #1: Just Do ItJust Do It

Interview the Employee:Interview the Employee: Get yourself readyGet yourself ready

ExcusesExcusesEmotions - i.e. anger, tearsEmotions - i.e. anger, tearsAvoid personal Avoid personal

entanglemententanglement

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Take Action #2Take Action #2 Explain your Explain your

concernsconcerns

Review your Review your

documentation documentation

Seek Member Seek Member

acknowledgement acknowledgement

or “buy in”or “buy in”

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Take Action #3Take Action #3 Develop a plan of Develop a plan of

action for action for improvementimprovement

Detail specific Detail specific consequences for consequences for success or failuresuccess or failure

Set a date for follow-Set a date for follow-up discussionsup discussions

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Reasonable Reasonable Suspicion TestingSuspicion Testing

Confront the employeeConfront the employee Ask the Member to come into an office or at Ask the Member to come into an office or at

minimum, somewhere away from the minimum, somewhere away from the operations and other employees.operations and other employees.

Explain to the Member that you believe that the Explain to the Member that you believe that the Member is under the influence and you want Member is under the influence and you want them to get tested.them to get tested.

If the Member agrees, have him/her sign a If the Member agrees, have him/her sign a consent form and assign someone to escort the consent form and assign someone to escort the Member to the clinic. Member to the clinic.

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Reasonable Reasonable Suspicion TestingSuspicion Testing

Confront the employeeConfront the employee The escort will remain with the Member The escort will remain with the Member

until the tests are complete.until the tests are complete. The escort will bring the tested Member The escort will bring the tested Member

back to the work site where proper back to the work site where proper arrangements will be set up for the tested arrangements will be set up for the tested Member to get home.Member to get home.

If the Member refuses, If the Member refuses, treat it as a positive test.treat it as a positive test.

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Refer to the MAPRefer to the MAP Employees may have problems for Employees may have problems for

which you cannot offer assistance…which you cannot offer assistance…

REFER• Use the interview as an opportunity to refer the

Member to the MAP

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Commitment to Commitment to ConfidentialityConfidentiality

SupervisorsSupervisors Problems should only be discussed Problems should only be discussed

on a “need to know” basison a “need to know” basis

If an Member chooses to disclose If an Member chooses to disclose concerns to his/her coworkers that is concerns to his/her coworkers that is his/her decisionhis/her decision

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Commitment to Commitment to ConfidentialityConfidentiality

MAPMAP

MAP is MAP is confidential confidential resourceresource

Contact and Contact and cooperationcooperation

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Recognize Your Recognize Your LimitsLimits

Supervisors can control:Supervisors can control: approach and attitudeapproach and attitude preparationpreparation presentation of concernspresentation of concerns feelingsfeelings settingsetting time allocatedtime allocated

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Recognize Your Recognize Your LimitsLimits

Supervisors cannot controlSupervisors cannot control employee’s attitudeemployee’s attitude employee’s feelingsemployee’s feelings outcome of the interviewoutcome of the interview employee’s performanceemployee’s performance employee’s problemsemployee’s problems employee’s job securityemployee’s job security

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Follow-UpFollow-Up Accurate performance appraisals Accurate performance appraisals

and fair treatmentand fair treatment Time to adjust to doing things Time to adjust to doing things

differentlydifferently Respect for his or her privacyRespect for his or her privacy

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Follow - UpFollow - Up If you follow-up with an Member If you follow-up with an Member

after a corrective action after a corrective action interview you convey two interview you convey two messages:messages:You are seriousYou are seriousYou are paying attention to the You are paying attention to the

situationsituation

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Do’s and Don’tsDo’s and Don’ts DO’SDO’S

Take prompt Take prompt actionaction

Use your resourcesUse your resources DOCUMENTDOCUMENT ReferRefer Focus on job Focus on job

performance and performance and work place work place behaviorbehavior

• DONT’S– Ignore– Delay– Moralize– Enable– Give in– Diagnose– Rely on magic

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QUESTIONSQUESTIONS

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1 Creating An Industry Drug-Free Program ScreenSafe Inc. Program Administrators.

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