A-Voluntary-Program-for-Drug-Free-WorkplacesWorkplaces药物workplacesworkplaces志愿者项目课件.ppt

1、Drug Free Workplace:How to Eliminate Employee Drug AbuseSponsored by:Arkansas Workers Compensation CommissionUALR Arkansas Small Business Development CenterDFWP Objectives Start a drug Free workplace Certify your drug free workplace Increase productivity Improve healthWhy a Drug Free Workplace?Decre

2、ase Absenteeism Accidents Downtime Turnover Theft Premium Costs 5 Standard Components Written policy Supervisor training Employee education Employee assistance Drug testing.Federal Drug Free Workplace Act Federal grant Federal contract valued over$25K Subcontracts Federal agency regulationsFederal D

3、rug Free Workplace ActREQUIRED:Written policy Awareness program Employee consent Disclose convictionsNOT REQUIRED:Employee assistance program(EAP)Drug testingArkansas Rule 36PurposeTo promote voluntary drug-free workplacesRequirements Notice Education Drug&Alcohol TestingNeeds Assessment SurveyTangi

4、ble Costs Absenteeism Tardiness Insurance Claims Theft Accidents TurnoverIntangible Costs MoraleTypes of DFWP ProgramsBasicWritten substance abuse policySupervisor trainingEmployee EducationBasic+EAPWritten substance abuse policySupervisor trainingEmployee educationEmployee AssistanceTypes of DFWP P

5、rogramsBasic+Drug TestingWritten substance abuse policySupervisor trainingEmployee educationDrug testingCertified DFWPWritten substance abuse policySupervisor trainingEmployee educationDrug/alcohol testingEmployee AssistanceNotifying Employees&Applicants Written Policy 60 days elapse before effectiv

6、e date Vacancy ads include notice Post testing policy Make policy available for inspectionNotice Requirements Conditions of employment Extent of testing Consequences Explain protectionsApproval Process Employer submits application annually Commission notifies of acceptance or deficiencies Employer p

7、rovide acceptance form to insurer Insurer may review Commissions findings Insurer reports employers qualifying annually to CommissionAppeal Process Employer or insurer files written request includes grounds for review within 15 days of decision Commission records all submissions Commission decides w

8、ithin 15 days of requestLets Take a Break!10 minutes Stand up and stretch Get a drink of water Swap business cardsRequired Testing Job Applicant Reasonable Suspicion Routine Fitness-for-Duty Follow-Up Post-AccidentJob Applicant Testing Must require for certification May refuse to hire May conduct li

9、mited testing May test for alcohol or any drug.Reasonable Suspicion Testing Sample within 8 hours for alcohol Sample within 32 hours for drugs Document observations within 24 hours or before results are released Provide written documentation on request Retain documentation 1 yearTesting Procedures U

10、se approved Drug Testing Form Use single specimen bottle(securely wrapped)Use tamperproof sealing system Identify only with a unique number Use sealable shipping container Use trained collection site personInitial LaboratoriesInitial Specimens Licensed/approved by ADH Certified by USDHHS Certified b

11、y College of American Pathologistsand Use US DOT proceduresConfirmation Laboratories Certified by initial specimen authorityand Certified by Substance Abuse and Mental Health Services Administrationor Certified by College of American PathologistsEmployee Protection Procedures to confidentially repor

12、t use Contest/explain results within 5 days Reasonable opportunity to consult Not discharged upon voluntary treatment May contest test resultsEmployer Protection Confirmed tests NOT disability Discharges are“for cause”May establish reasonable rules Not prohibited from other testsSubstance Abuse Educ

13、ationCertification RequirementsProvide education materials which explain employer policies and procedures Distribute to each employee prior to start Distribute to each employee hired/transferred Provide written notice to employee organizationsSubstance Abuse Education Required Contents Identity of d

14、esignated person for questions Period of work-day compliance Employee conduct prohibitied Circumstances for testing Detailed testing proceduresSubstance Abuse Education Required Contents Requirement for employees to submit Explain refusal to submit and consequences Consequences for violations Substa

15、nce abuse prevention informationSubstance Abuse Education Certificate of Receipt Employee required to sign receipt Employer maintain original of materials May provide copy to employeeTraining SupervisorsKnow program and policyExplain program to employeesKnow where to refer employeesUnderstand superv

16、ision as a toolNOT expected to provide counseling No attempt to diagnose Refer for professional evaluationTypes of EAPs Internal/In-house Fixed-fee Contract Fee-for-Service Contracts Consortia Peer-based ProgramsBenefits of EAPsAssist with:Policy development Employee Education Supervisor trainingTre

17、atment for employeesAssist in complying with DFWP lawsLocating an EAP Join other employers in contracting an EAP Call local hospitals Contact local mental health professional Ask insurance carrier Talk with other employersArkansas DFWP ResourcesArkansas Bureau of Alcohol and Drug Abuse PreventionArkansas Workers Compensation CommissionNational DFWP ResourcesAmerican Council for Drug EducationDrugs Dont Work PartnershipEmployee Assistance Professionals AssociationNational Clearinghouse for Alcohol and Drug InformationPartnership for a Drug-Free America