A-Voluntary-Program-for-Drug-Free-WorkplacesWorkplaces藥物workplacesworkplaces志愿者項目課件

1、A-Voluntary-Program-for-Drug-Free-WorkplacesWorkplaces藥物workplacesworkplaces志愿者項目課件Drug Free Workplace: How to Eliminate Employee Drug AbuseSponsored by:Arkansas Workers Compensation CommissionUALR Arkansas Small Business Development CenterDrug Free Workplace: How to EDFWP ObjectivesStart a drug Fre

2、e workplaceCertify your drug free workplaceIncrease productivityImprove healthDFWP ObjectivesStart a drug FrWhy a Drug Free Workplace?DecreaseAbsenteeismAccidentsDowntimeTurnoverTheftPremium Costs Why a Drug Free Workplace?Decr5 Standard ComponentsWritten policySupervisor trainingEmployee educationE

3、mployee assistanceDrug testing.5 Standard ComponentsFederal Drug Free Workplace ActFederal grantFederal contract valued over $25KSubcontractsFederal agency regulationsFederal Drug Free Workplace AcFederal Drug Free Workplace ActREQUIRED:Written policyAwareness programEmployee consentDisclose convict

4、ionsNOT REQUIRED:Employee assistance program (EAP)Drug testingFederal Drug Free Workplace AcArkansas Rule 36PurposeTo promote voluntary drug-free workplacesRequirementsNoticeEducationDrug & Alcohol TestingArkansas Rule 36PurposeNeeds Assessment SurveyTangible CostsAbsenteeismTardinessInsurance Claim

5、sTheftAccidentsTurnoverIntangible CostsMoraleNeeds Assessment SurveyTangiblTypes of DFWP ProgramsBasicWritten substance abuse policySupervisor trainingEmployee EducationBasic + EAPWritten substance abuse policySupervisor trainingEmployee educationEmployee AssistanceTypes of DFWP ProgramsBasicBasType

6、s of DFWP ProgramsBasic + Drug TestingWritten substance abuse policySupervisor trainingEmployee educationDrug testingCertified DFWPWritten substance abuse policySupervisor trainingEmployee educationDrug/alcohol testingEmployee AssistanceTypes of DFWP ProgramsBasic + Notifying Employees & ApplicantsW

7、ritten Policy60 days elapse before effective dateVacancy ads include noticePost testing policyMake policy available for inspectionNotifying Employees & ApplicanNotice RequirementsConditions of employmentExtent of testingConsequencesExplain protectionsNotice RequirementsApproval ProcessEmployer submi

8、ts application annuallyCommission notifies of acceptance or deficienciesEmployer provide acceptance form to insurerInsurer may review Commissions findingsInsurer reports employers qualifying annually to CommissionApproval ProcessEmployer submiAppeal ProcessEmployer or insurer files written requestin

9、cludes grounds for reviewwithin 15 days of decisionCommission records all submissionsCommission decides within 15 days of requestAppeal ProcessEmployer or insuLets Take a Break !10 minutesStand up and stretchGet a drink of waterSwap business cardsLets Take a Break !Required TestingJob ApplicantReaso

10、nable SuspicionRoutine Fitness-for-DutyFollow-UpPost-AccidentRequired TestingJob Applicant TestingMust require for certificationMay refuse to hireMay conduct limited testingMay test for alcohol or any drug.Job Applicant TestingReasonable Suspicion TestingSample within 8 hours for alcoholSample withi

11、n 32 hours for drugsDocument observations within 24 hours or before results are releasedProvide written documentation on requestRetain documentation 1 yearReasonable Suspicion TestingTesting ProceduresUse approved Drug Testing FormUse single specimen bottle (securely wrapped)Use tamperproof sealing

12、systemIdentify only with a unique numberUse sealable shipping containerUse trained collection site personTesting ProceduresInitial LaboratoriesInitial SpecimensLicensed/approved by ADHCertified by USDHHSCertified by College of American PathologistsandUse US DOT proceduresInitial LaboratoriesInitial

13、SpConfirmation LaboratoriesCertified by initial specimen authorityandCertified by Substance Abuse and Mental Health Services AdministrationorCertified by College of American PathologistsConfirmation LaboratoriesEmployee ProtectionProcedures to confidentially report useContest/explain results within

14、5 daysReasonable opportunity to consultNot discharged upon voluntary treatmentMay contest test resultsEmployee ProtectionProcedures Employer ProtectionConfirmed tests NOT disabilityDischarges are “for cause”May establish reasonable rulesNot prohibited from other testsEmployer ProtectionSubstance Abu

15、se EducationCertification RequirementsProvide education materials which explain employer policies and proceduresDistribute to each employee prior to startDistribute to each employee hired/ transferredProvide written notice to employee organizationsSubstance Abuse EducationCertSubstance Abuse Educati

16、on Required ContentsIdentity of designated person for questionsPeriod of work-day complianceEmployee conduct prohibitiedCircumstances for testingDetailed testing proceduresSubstance Abuse Education ReqSubstance Abuse Education Required ContentsRequirement for employees to submit Explain refusal to s

17、ubmit and consequencesConsequences for violationsSubstance abuse prevention informationSubstance Abuse Education ReqSubstance Abuse Education Certificate of ReceiptEmployee required to sign receiptEmployer maintain original of materialsMay provide copy to employeeSubstance Abuse Education CerTrainin

18、g SupervisorsKnow program and policyExplain program to employeesKnow where to refer employeesUnderstand supervision as a toolNOT expected to provide counselingNo attempt to diagnoseRefer for professional evaluationTraining SupervisorsKnow progrTypes of EAPsInternal / In-houseFixed-fee ContractFee-for-Service ContractsConsortiaPeer-based ProgramsTypes of EAPsInternal / In-houBenefits of EAPsAssist with:Policy developmentEmployee EducationSupervisor trainingTreatment for employeesAssist in complying with DFWP lawsBenefits of EAPsAssist with:Locating an EAPJoin other employer