Transcript Drug and Alcohol Testing Supervisor Training (for CDL requiring units)

Drug and Alcohol Testing
Supervisor Training
Presented by:
HRS Employee and Management Services
NMSU Police Department
Employee Assistance Program
Overview
• Purpose
• Target Audience
• Scope and Methodologies
Drug and Alcohol Related Policies
NMSU Policy 3.40 Drug-Free Workplace
In effect to comply with the Drug-Free Workplace Act of 1988
NMSU Policy 3.05 Alcohol Policy
Indicates the unacceptable and acceptable use of alcohol as it relates to NMSU
employees, the NMSU community and NMSU functions.
US DOT Title 49: Transportation, Part 40
Title 49 is the federal regulation that requires testing of transportation
employees performing safety-sensitive duties as defined in accordance with the
applicable DOT agency.
Alcohol Abuse
in the Workplace
WHAT IS ALCOHOL?
Ethyl Alcohol – made from grains and fruits; a.k.a. “drinking
alcohol”; also present in “ethanol fuel”
Examples: Beer, wine, malt beverages, hard liquor
Isopropyl Alcohol – rubbing alcohol
Sometimes used by alcoholics when can’t get access to other
alcohol; highly toxic
Methyl Alcohol – “wood” alcohol
Most commonly used as fuel in products like “Sterno”; extremely
toxic
WHY DO PEOPLE USE IT?
Relive anxiety
Socializing
Coping
Feeling of power
Altered consciousness
Peer pressure
Modeling
Addiction
Curiosity
Stress management
Rebellion
Reduce inhibitions
KEY FACTORS INFLUENCING USE
Pre-Disposing Factors: Family history, work history,
peer pressure
Enabling Factors: Culture of the workplace, lack of
other outlets or coping mechanisms, people who
help deny the problem, people who contribute
Reinforcing Factors: Pleasurable experience, feeling
connected or part of the “team”, advertising
ALCOHOL’S IMPACT AT WORK
Violence
Injuries (esp. crashes)
Drownings (69%)
Reduced productivity
Suicide
COMMON MYTHS
MYTH #1: Alcohol improves sex.
TRUTH: Alcohol is a CNS depressant, and only
gives the perception of improving performance to
the person under the influence.
COMMON MYTHS
MYTH #2: If I sleep a few hours, I will be fine to go
to work.
TRUTH: Alcohol is processed by the body at a set
rate. It will take 75 minutes for every “drink”
consumed to eliminate it from the body.
COMMON MYTHS
MYTH #3: Alcohol relieves stress.
TRUTH: Alcohol is a toxin that the body must
eliminate. This process causes a physiological
stress reaction in the body.
COMMON MYTHS
MYTH #4: Strong coffee and a shower will sober
me up quicker.
TRUTH: Nothing can change the rate at which the
body processes and eliminates the alcohol.
COMMON MYTHS
MYTH #5: If I take a shower and change clothes,
nobody will know I am still hung over.
TRUTH: Showering and changing clothes only
removes the odor that is already on the outside of
the body. Additional odor (esp. breath and
sweat) will continue to be produced as long as the
body is still processing and eliminating alcohol.
COMMON MYTHS
MYTH #6: “Lite” beer is better to drink because it
has fewer calories.
TRUTH: This only works if drinking by measured
quantity, not by effect. If drinking until you feel
“relaxed” or “buzzed”, you will end up
consuming the same amount of alcohol and
calories regardless of “lite” versus “regular”.
COMMON MYTHS
MYTH #7: Alcohol warms up the body.
TRUTH: Alcohol causes vasodilation, which will
actually cause the body to lose heat faster.
However, the person will feel warmer simply
because there is increased blood flow near the
nerve endings of the skin where we sense
temperature.
ALCOHOL EQUIVALENCIES
One serving of beer:
One serving of table wine:
One serving of fortified wine:
One serving of liquor (80 proof):
One serving of “everclear”:
Define “proof”
~ 12 ounces
~ 5 ounces
1 to 4 ounces
1 ounce
0.4 ounces
HOW PEOPLE CONSUME ALCOHOL
Oral
Injected
Rectal
EFFECTS OF ALCOHOL ON THE BODY
It takes between 15 minutes and 1 hour for alcohol
to enter the blood stream (depends on variety of
factors).
1 drink equivalency will cause a “normal” male to
increase BAC by 0.02%.
The body metabolizes at 0.015% per hour.
EFFECTS BY B.A.C. FOR ETHANOL
.00%
.05 - .07
.10 - .25
.35 - .45
.45 +
No effect
Impaired judgment, motor skills
Impaired coordination, decreasing
levels of alertness and consciousness
Loss of consiousness, coma
Death (LD50)
SHORT TERM EFFECTS
Depressed central nervous system
Increased urinary output (causing dehydration)
Impaired judgment and reaction time
Decreased motor skills/coordination
Decreased body core temperature
Decreased sexual performance
Emotional changes & instability
Disturbed REM sleep
Hangover
LONG TERM EFFECTS
In MODERATION (1-2 drinks per day, no binging):
Lower cholesterol levels
Possible lower risk of Alzheimer’s
In EXCESS:
Gastrointestinal disorders if taken in excess
Liver disease and disorders
Nutritional deficiencies
Weight/fat gain
Fetal alcohol syndrome
ALCOHOL ABSORPTION
MOUTH:
~ 1% (depends on time in mouth)
STOMACH:
~20% (depends on food, rate, etc.)
INTESTINES:
~80%
ALCOHOL ELIMINATION
1st PASS METABOLISM:
0 – 20%
LIVER:
80 – 95%
BREATH, SWEAT, URINE:
5 – 10%
FACTORS AFFECTING B.A.C.
Beverage Type: alcohol %, carbonation
Amount: more consumed = higher BAC
Rate: quicker = higher BAC
Food: presence, type
Size: more mass spreads out alcohol
Medication or other drugs: effects vary
Genetics: affects presence of alcohol dehydrogenase
Disease: affects ability to metabolize
PERCEPTIONS VERSUS TIME
Relate to most recent frame of reference
When start drinking, compare to a sober state
After drinking for a while, compare to a drunk state
May mistakenly think “safe” when actually still very
impaired
BINGE DRINKING
“Weekend” drinker
Possible at any age
Consuming 5 or more drink equivalencies in one
sitting
“Episodic alcoholism”
Show Video Clip
ADDICTION
3 or more of the following in 12 months:
Tolerance
Withdrawal
Inability to limit or control intake
Desire to quit or reduce use
Significant time obtaining, using, recovering
Adverse social, work, or recreation impact
Continued use despite knowledge of problems
COMMON PROBLEMS WITH DRINKING
Not paying attention to amount:
Distraction
Use of cups & glasses, rather than containers
“Supersize” culture
Drinks mixed by self-declared “experts”
Delay between consumption and feeling of effects
Stopping based on feeling, rather than quantity
Thinking someone who is vomiting or “passed out” is still
okay
RECOVERY
7 typical stages:
Detoxification
Withdrawal
“Honeymoon” stage
The “Wall”
Adjustment phase
Resolution
“Beyond resolution”
RELAPSE
Negative emotions: despair, anger, frustration with
people and situations
Social and peer pressure: often due to being around
enablers and other users
Difficulty dealing with others: most often
relationships with those closest to the user; lack of
coping and communication skills
What Alcohol Use is Prohibited?
• Having an alcohol concentration of 0.02 or greater as
indicated by an alcohol breath test.
• Consuming Alcohol while on the job.
• Refusing to submit to an alcohol test when notified.
Prohibited Drug Use
in the Workplace
Page 15 in your manual
Five Panel DOT Testing
Drug testing is conducted for the presence of the
following 5 drugs or their metabolites.
1.
2.
3.
4.
5.
Marijuana
Opiates
Cocaine
Amphetamines
Phencyclidine (PCP)
MARIJUANA
• Produces a mildly tranquilizing mood and perception-altering
effect. The leaves of the marijuana plant range in color from
green to light tan, and are usually dried and broken into small
pieces. Another less prevalent variety known as Hashish is a
compressed, sometimes tar-like substance ranging in color
from pale yellow to black. Marijuana has a distinctly pungent
aroma resembling a combination of sweet alfalfa and incense.
Common paraphernalia may include cigarette papers, roach
clips, and small pipes made of bone, brass, or glass. Trade or
street names for marijuana include: THC, Pot, Grass, Joint,
Reefer, Acapulco Gold, Sinsemilla, Ganja, Thia Sticks, Hash
and Hash oil.
OPIATES
• More commonly but inaccurately known as narcotics, are
drugs that alleviate pain, depress body functions and reactions,
and when taken in large doses, cause a strong euphoric feeling.
In their natural form, opiates include opium, morphine,
codeine and heroin. Opiates may be taken in pill form,
smoked, or injected depending upon the type used. Trade or
street names for opiates include: Smack, Big D, Dollies, Juice,
Syrup, and China White.
COCAINE
• Energizes the entire central nervous system. Cocaine, or
Cocaine Hydrochloride, is a white-to-creamy granular or
lumpy powder that is chopped into a fine powder before use. It
is snorted into the nose, rubbed on the gums, or injected into
the veins. Cocaine base is a small crystalline rock about the
size of a small pebble. It boils at a low temperature, is not
soluble in water, and is up to 90 percent pure. Common
paraphernalia may include a single-edged razor blade and a
small mirror or piece of smooth metal, a rolled up dollar bill, a
half-straw or metal tube, a small screw cap vial, or folded
paper packet.
COCAINE
Continued
• When vapors are inhaled, the effect is felt within seven
seconds. Crack, a derivative of cocaine, looks like small rocks,
and is commonly smoked using a crushed aluminum can with
pin holes, or occasionally from a glass pipe with a lighter,
alcohol lamp or small butane torch for heating. Trade or street
names for cocaine are: Coke, Rock, Crack, Free Base, Flake,
Snow, Smoke, and Blow.
AMPHETAMINES
• Are central nervous system stimulants that speed up the mind
and body. The physical sense of energy at lower doses and the
mental exhilaration at higher doses are the reasons for their
use. Amphetamines are sold in counterfeit capsules or white
flat, double-scored “mini-bennies.” One form of
amphetamines, methamphetamine, is often sold as a creamy
white and granular powder or in lumps and is packaged in
aluminum foil wraps or sealable plastic bags. It may be taken
orally, injected, or snorted into the nose. Trade or street names
for this drug include: Ritalin, Speed, Meth, Crank, Crystal,
Monster, Black Beauties, and Rits.
PHENCYCLIDINE (PCP)
• PCP was originally developed as an anesthetic, but the adverse
side effects prevented its use except as a large animal
tranquilizer. Low doses produce sedation and euphoric mood
changes. A person’s mood can change rapidly from sedation to
excitation and agitation. Larger doses may produce a comalike condition with muscle rigidity and a blank stare with the
eyelids half closed. Sudden noises or physical shocks may
cause a “freak out” in which the person has abnormal strength,
extremely violent behavior, and an inability to speak or
comprehend communication. It is commonly sold as a clear
liquid in a screw cap vial or as a creamy, granular powder
packaged in one-inch square aluminum foil or folded into
packets. Trade or street names include: Angel Dust, Dust, and
Hog.
NMSU Police Involvement
Page 21 in your manual
Examples of occasions that warrant police
involvement:
 Possession of alcohol or drugs
 Possession of paraphernalia
 Disorderly conduct
 Threats or attacks
 Crashes (including industrial equipment)
 Driving while impaired
Employee Assistance Program
in Relation to Drug and Alcohol Testing
Page 23 in your manual
Supervisors must understand their role in
implementing the Drug-Free Workplace
Policy, how to make referrals to EAP, and
when to contact HR for assistance.
What Supervisors Need to Know:
• How to investigate crisis situations
• How to recognize workplace problems that may be related to
alcohol and other drugs
• Intervene in problem situations
• Refer employees who have problems with alcohol or other
drugs
• Protect employee confidentiality
• Continue to supervise employees who have been referred for
assistance
• Avoid enabling and common supervisor traps
Overview of Drug-Free Workplace
Policy
The Drug-Free Workplace Policy accomplishes
two major things:
• Sends a clear message that use of alcohol and
drugs in the workplace is prohibited
• Encourages employees who have problems
with alcohol and other drugs to voluntarily
seek help
Supervisors’ Responsibilities
It is your responsibility, as a supervisor, to:
• Maintain a safe, secure and productive
environment for employees
• Evaluate and discuss performance with
employees
• Treat all employees fairly
• Act in a manner that does not demean or label
people
Supervisors’ Responsibilities
It is NOT your responsibility, as a supervisor, to:
• Diagnose drug and alcohol problems
• Have all the answers
• Provide counseling or therapy
• Be a police officer
Identifying Performance Problems and
Handling Potential Crisis Situations
• Distinguishing between a crisis situation and a
performance problem
• Crisis situations are less common than
performance problems and can consist of:
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Dangerous behavior
Threatening behavior
Obvious impairment
Possession of alcohol and other drugs
Illegal activity
Recognizing Problems
Addiction:
• The irresistible compulsion to use alcohol and
other drugs despite adverse consequences. It is
characterized by repeated failures to control
use, increased tolerance and increased
disruption in the family.
Recognizing Problems
Ongoing performance problems that do not respond to
normal supervisory actions may be signs of addiction and
other personal problems and may require more intervention.
Examples of common performance problems that may be
indicators of underlying addiction include:
• Poor attendance- tardiness, unexplained absences,
long lunches
• Co-worker or customer complaints
• Mistakes and missed deadlines
Interview Process
For Reasonable Suspicion
and Post Accident Test Referrals
If an employee is suspected of being under the influence
of alcohol or drugs at work, you as the supervisor, will
need to complete the Reasonable Suspicion/Post Accident
Test Referral Form and conduct an interview.
Tips to help you prepare for the interview:
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Secure a private place to meet
Prepare what you are going to say ahead of time
Remember to remain calm
Communicate respectfully
Do not accuse an employee
Do not play counselor
Treat all employees equally
Don’t ignore troubled employees
How to address an employee:
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State the problem
Discuss observations
Reaffirm that NMSU is a drug-free workplace
Attempt to get the employee to discuss issues
Give the employee a chance to explain
Inform employee they will be sent for testing
Discuss the availability of the EAP
Inform employee that refusal to test = positive test
Keep files confidential
Confidentiality
For supervisor referrals to be effective, an employee needs to
know that:
• Problems will not be made public
• Conversations with an EAP professional or other referral
agent- are private and will be protected
• All information related to performance issues will be
maintained in his/her personnel file. Documents relating to
treatment will not be filed in the personnel file.
• If an employee chooses to tell coworkers about his/her private
concerns, that is their own decision.
• When an employee tells his/her supervisor something in
confidence, supervisors are obligated to protect that disclosure.
If EAP services are provided, employees are also assured that:
• EAP records are separate from personnel records and can be
accessed only with a signed release from the employee.
• EAP professionals are bound by a code of ethics to protect the
confidentiality of the employees and family members that they
serve.
• There are clear limits on when and what information an EAP
professional can share and with whom.
However, there are some limits on confidentiality that may
require:
• Disclosure of child abuse, elder abuse and serious threats of
homicide or suicide as dictated by state law
• Reporting participation in an EAP to the referring supervisor
• Reporting the results of assessment and evaluation following a
positive drug test
• Verifying medical information to authorize release time or
satisfy fitness-for-duty concerns as specified in policy
Continued Supervision
After constructive confrontation and referral, the employee will
need:
• Continuing feedback about behavior and performance
• Encouragement to follow through with continuing care and
support groups
• Accurate performance appraisals and fair treatment
• Time to adjust to doing things differently
• Respect for his or her privacy
• Open lines of communication
• Corrective action if old behaviors reappear
Enabling
Enabling: Action that you take that protects the employee from
the consequences of his/her action and actually helps the
employee to NOT deal with the problem.
Examples of enabling:
• Covering Up
• Rationalizing
• Withdrawing/Avoiding
• Blaming
• Controlling
• Threatening
Supervisor Traps
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Sympathy
Excuses
Apology
Diversions
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Innocence
Anger
Pity
Tears
Exercise 6: Interview Process
Scenarios with EAP
Page 27 in your manual
Read each of the 3 scenarios and determine how the
supervisor acted correctly or incorrectly in each
situation.
Controlled Substances- Concentration Cutoff
Initial test cutoff concentration
Confirmatory test analyte
Confirmatory test cutoff
concentration
Marijuana metabolites
50 ng/mL
THCA1
15 ng/mL.
Cocaine metabolites
150 ng/mL
Benzoylecgonine
100 ng/mL.
2000 ng/mL
Codeine
2000 ng/mL.
Morphine
2000 ng/mL.
Initial test analyte
Opiate metabolites
Codeine/Morphine2
6–Acetylmorphine
10 ng/mL
6–Acetylmorphine
10 ng/mL.
Phencyclidine (PCP)
25 ng/mL
Phencyclidine
25 ng/mL.
500 ng/mL
Amphetamine
250 ng/mL.
Methamphetamine5
250 ng/mL.
MDMA
250 ng/mL.
MDA7
250 ng/mL.
MDEA8
250 ng/mL
Amphetamines3
AMP/MAMP4
MDMA6 (Ecstasy)
500 ng/mL
Current Test Price Information
Breath Alcohol
Urine Drug
$30
$40
Departments will cover the cost of any initial tests.
Return-to-Duty and Follow-up tests will be billed to the
employee required to take the test.
Prices are subject to change.
Who is subject to DRUG
and ALCOHOL testing?
• NMSU Employees required to hold or obtain a CDL
and operate a CMV or;
• NMSU Employees who perform operations,
maintenance, or emergency response function on a
pipeline or liquefied natural gas facility regulated by
DOT.
*This requirement is listed in their job description.*
Random Testing
• Conducted by EMS on a regular basis throughout
the year.
• Names are randomly selected from a random
number generator program.
• Number of names drawn are in accordance with
minimum testing requirements designated by DOT.
• HR EMS will provide all necessary instructions to
the HR Liaison or Supervisor to inform employee of
test.
Reasonable Suspicion
When is it conducted?
Alcohol: Authorized only if the observations of a trained
supervisor are made during, just preceding, or just after
performing safety-sensitive duties.
Drugs: Anytime a covered employee is on duty,
regardless of duty.
*Call HRS for assistance in following appropriate
procedures to ensure proper documentation, appropriate
interview and transportation of the employee.
Post Accident Testing
When is it conducted on a CMV operator?
Testing for illegal or controlled substances and alcohol
must be done as soon as practical after an accident in
which the driver was operating a CMV if:
1.Fatality involved; or
2.Driver is cited for a moving violation AND either;
a. The vehicle is towed; or
b. Someone is medically evacuated from the scene.
Post Accident Testing
When is it conducted on a Pipeline operator?
Testing for drugs or alcohol must be conducted on each
surviving employee whose performance either
contributed to the accident or cannot be completely
discounted as a contributing factor to the accident.
Employee Responsibility in Post Accident Situations
The law requires citizens to provide reasonable assistance to
anyone who is injured.
Examples include:
• calling 911
• providing first aid
Employees must also notify supervisor of the incident
Positive Test
Results
Positive Alcohol Tests
• BAT above 0.02 requires a confirmation test.
• Confirmation test conducted 15 minutes after initial test.
• Employee is advised not to eat, drink, belch, smoke, chew
gum, etc..
• If confirmation test BAT is between 0.02 – 0.039 the
employee will be sent home temporarily.
• If confirmation test BAT is 0.04 or higher, employee must be
removed from safety-sensitive duties. Transportation home
will need to be arranged.
• Disciplinary action will be taken.
• Treatment program required if eligible to return to work.
Positive Drug Tests
• Test results are received and confirmed within 1-3 days.
• MRO will evaluate results before reporting findings to DER.
• If results are positive, MRO will contact employee to see if
he/she has a valid prescription.
• Positive results without a prescription will be reported to DER.
• Disciplinary action will be taken.
• Treatment program required if eligible to return to work.
Return-to-Duty
Process
For Random, Reasonable Suspicion,
And Post Accident Test Referrals
Employees who are not terminated and will remain active with
NMSU must comply with and meet the requirements of the Returnto-Duty process.
1.
2.
3.
4.
5.
6.
Employee is required to select a SAP.
Employee has 24 hrs to schedule a meeting with a SAP.
SAP will notify DER of eligibility for return-to-duty testing.
Employee reports for return-to-duty testing.
Follow-up treatment may take place at EAP or other designated
treatment facility.
Employee must notify his/her supervisor of scheduled appointments.
7.
8.
9.
The EAP or other treatment program facilitator will inform HRS of the
employee’s completion of the program.
Employees who have returned to duty will be subject to a minimum of
6 unannounced tests.
Positive test during treatment program= termination
An employee who self reports a problem of alcohol or controlled
substance misuse/abuse after receiving a notice to submit for testing will
not be excused from being tested. The employee will still be required to
submit for testing as determined.
Questions?
HRS Employee and Management Services
(575) 646-2449 / [email protected]
Employee Assistance Program
(575) 646-6603 / (575) 646-4852
NMSU Police
Non-emergency (575) 646-3311
Thank you for attending!