What Can
I Do?
Table of
contents
Substance
Abuse Training and Education Project
What Can
I Do?
This unit is a
complimentary training program that can be used either with the two
existing trainings, Supervisor Training Slide Presentation and
Employee Education Slide Presentation, or as a stand alone piece.
The Supervisor Training Slide Presentation is a ready-to-use slide
presentation that employers can use as part of training for
supervisors on recognizing symptoms of substance abuse and making
referrals to help based on performance problems. The Employee Slide
Presentation is a ready-to-use slide presentation that employers can
use to educate employees about their organization’s drug-free
workplace policy and the dangers of alcohol and drug abuse.
This is a
presenter’s guide and follows a suggested script. However, those
conducting the training are encouraged to embellish the script as
appropriate for their specific target population.
This substance
abuse training program was developed to assist in understanding the
impact of alcohol and drug use in the workplace and its effects on
safety and health in that environment.
The purpose of
this module, What Can I Do?, is to learn
when and how to help a co-worker (or family member or friend) who
may have a substance abuse problem. The misuse of drugs and alcohol
affects EVERYBODY, not just the user. Co-workers can often be a
powerful influence on those who are abusing drugs and/or alcohol.
By knowing what to do and what not to do, co-workers can make
the workplace safer and help their co-workers to get help. This
training segment is designed to provide employees with information
and tools to help them prevent substance abuse on the job (or at
home or in the community), and to provide them with resources for
support.
Alcohol and
drug abuse can be a problem anywhere, from the work floor to the
company boardroom. In the workplace it is a problem that confronts
employees, supervisors and employers alike. The objective of this
segment is to provide an understanding of the problems of substance
abuse on the job and how others’ use affects those workers on the
job. It will aid employees in recognizing others’ substance abuse
problems and present options for dealing with co-workers, family
members or friends in helping them move toward resolving the
problem.
In this
segment, participants will learn:
- What their company’s
Drug-Free Workplace Policy is and how it can help prevent safety and
health hazards
- The signs of when
substance use is becoming a safety hazard
- How and when to
approach an employee who is under the influence
- When and how it is
appropriate to involve others
- Sources of help for
co-workers, friends and family of an individual who exhibits signs
and symptoms of a substance use disorder
Although no one
wants to believe that a co-worker has a problem with alcohol or
drugs, there needs to be a willingness to acknowledge any evidence
of a problem.
Chances are
everyone here knows or has encountered someone who either currently
or in the past has had a problem with alcohol or drugs. Though some
of the signs may vary by drug of choice, what is observed and
experienced in interacting with such individuals is often very
similar. Think of someone you’ve known and/or worked with who you
suspect may have a substance problem or actually turned out to have
a problem. What is it like for you to try and work with that
person? How does it affect your ability to do your work or get the
job done? What does it make you think or feel?
What are some
signs both on and off the job that someone may have a substance
abuse problem? (Throw this out to audience and compile a list.
The first part of the discussion should be about general
signs, but guide the participants to increasingly focus on ways that
these signs can jeopardize safety.)
Examples include: (Use this list
to label/identify what participants describe and/or prompt
responses)
1. |
Physical |
3. |
Behavioral |
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Chills |
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Excessive talking |
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Smell of Alcohol |
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Impaired Coordination |
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Sweating |
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Irritability |
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Weight Loss |
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Lack of energy |
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Physical deterioration |
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Limited attention span | |
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Poor motivation |
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2. |
Emotional |
4. |
Other |
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Increased aggression |
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Continual missed appointments |
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Anxiety |
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Excessive and unexplained absences or days off |
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Burnout |
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Borrowing money |
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Denial |
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Depression |
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Paranoia |
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Specific signs of when substance use
is becoming a safety hazard include:
(concrete examples are very helpful here.)
- Creating mishaps (such as…), being careless and repeatedly making mistakes.
- Damaging equipment or property.(examples)
- Being involved in numerous accidents, regardless of whether that individual is the one
who is injured.
- Displaying careless actions in the operation and maintenance of potentially hazardous
materials or dangerous equipment. (examples)
- Being unreliable such as not being where he or she should be when others must count on him
or her.
- Showing a lack of detail on performing routine job duties.
(examples)
- Being unwilling to follow directions and being argumentative.
- Giving elaborate, increasingly unbelievable excuses for not doing the job or being
where one is supposed to be.
- Being a slacker; not carrying one’s load.
- Being unresponsive to usual cajoling. (sometimes a coworker just needs a little “peer
pressure” to come around, but won’t respond to this if he/she is
under the influence of a substance)
- Taking unnecessary risks.
- Disregarding safety for self and others.
Others: (for
participants to name/list)
Remember that some of these signs are indicators of other situations and/or
problems such as sleep deprivation or depression and may also be
exhibited by someone who may be living with a person who has a
problem with substances and, unwittingly, encouraging or enabling
substance abuse.
What role do
you play by accepting behavior that is influenced by substances?
It is important
that co-workers, as well as supervisors and employers, not tolerate
unacceptable behavior by a worker who is misusing drugs or alcohol.
Sometimes, though, this is a very difficult thing to do. Often, it
seems easier to try to ignore behavior than to do something
about it.
What are some
of the ways an employee unwittingly excuses such behavior and
prevents or delays a person with a problem from getting the help he
or she needs? (Throw this out to audience and compile a list)
Examples
include:
- Covering up for a
person’s behavior by providing alibis, making excuses or doing
an impaired co-worker’s job rather than letting it be known that
he/she is not doing his/her job.
- Developing
reasons why the person’s continued use is understandable or
acceptable.
- Avoiding contact
with the person with the problem.
- Blaming oneself
for the person's continued use or getting angry at the
individual for not trying hard enough to control his/her use or
to get help.
- Trying to take responsibility
for the person's use by throwing out his/her drugs or cutting
off the supply.
- Making idle threatsto take action (for
example, turning the person in), but not following through
when the person continues to use the drug.
What happens
when someone makes excuses for unacceptable behavior? How does it
affect that person?
Often, he/she
ends up feeling:
Resentful…for having to take up the slack
Angry...for having safety compromised and well-being not
respected
Frustrated…because nothing is being done to change the situation
Taken advantage of…by
the person misusing alcohol or drugs or by not being provided with a
safe work environment
Indifference…about the job
That
his/her right to a safe workplace has been taken away
Neither the
actions of tolerating unacceptable behavior nor the feelings which
are a result of tolerating such behavior make the workplace safer.
In fact, these actions and feelings may do the opposite by enabling
the dangerous behavior to continue.
Remember, it is
the responsibility of every employee, supervisor, and employer to be
aware of their surroundings and to do what they can to make the work
environment safe for everyone.
Workplace
substance use and abuse should not be taken lightly, especially in
environments where co-workers rely on each other for
safety. While supervisors can confront workers whose drug use
behavior affects their job performance, co-workers may be able to
help before this occurs. They can do this on or off the worksite
and emphasize the benefits of seeking help early.
It is not an
employee’s responsibility to diagnose a substance problem. It is
his/her job to OBSERVE behavior that is typical of someone abusing
substances and to protect himself/herself and co-workers. Ignoring
an obvious problem only allows it to continue. Though formal steps
such as notifying a supervisor may eventually be necessary, a worker
may have more influence than he or she thinks if a co-worker is
approached in the right way.
If a worker
suspects someone has a problem, he/she can follow these steps:
1. Identify with your
co-worker; show concern for the person. Tell the person you have
noticed a change in behavior and express your concern for them and
for your own safety and the safety of all others at the workplace.
2. Describe your
observation of specific behaviors, using specific days and/or times
rather than using “you always” and other similar phrases. (From
list in previous section – add to this section as a handout or place
in back section).
3. Connect the
behavior to the substance abuse or suspected substance abuse.
4. Urge the person to
get help and give information about how to get it (go to counseling,
EAP, family doctor, etc.)
5. Tell your co-worker
you will no longer hide the substance abuse for him or her. Do not
make idle threats. Be willing and able to follow through on your
threat, whether it is to stop covering up or to turn him/her in or
any other threat you have made. Be willing to “draw a line in the
sand” and hold firmly to that line.
6. Explain how your
co-worker’s drug use affects you and others at work.
7. Reconfirm your
concern for your co-worker. You do not need to get him/her to admit
he/she has a substance problem. You must stand your ground with
your co-worker, be consistent with your actions and be willing to
follow through on any threats you make.
Do:
- Communicate clearly and honestly
- Talk from your own experiences
- Focus on the facts and the specifics of the behavior and actions
- Present solutions
- Offer help
Don’t:
- Take the abuser’s drug use personally. He or she is not abusing drugs because of you or something
you may or may not have done.
- Get angry
- Be accusatory
- Blame the other person
- Criticize
- Be judgmental
- Humiliate
- Create win/lose situations
- Talk to other co-workers about your concern, as rumors can be vicious.
- Rescue the abuser from the consequences of substance abuse.
Keep this in mind:
You must be willing to draw a line with
your co-worker and remain firm with that line.
You must be willing to risk the loss of
the friendship. Once a person gets the help he or she needs, the
friendship may return.
Even if you do all the right things, you
can’t count on the person changing. These actions can eventually lead
the way and eliminate the risks of allowing behavior to continue,
putting others at risk.
Your safety and the safety of others in
the workplace is the most important thing to protect.
You may have
confronted your co-worker, friend or family member, yet that person is
still unwilling to accept or acknowledge there is a problem. Then what?
The time to do
something and involve others is when the substance abuser’s behavior is
such that it directly affects you and your ability to do your job or
live your life. When you have done all that you think you can, one of
your first lines of defense is to understand what your organization’s
drug-free workplace policy is. Many businesses have policies and
programs in place that prohibit alcohol and drug use that might
compromise the safety of their employees and property. Know and
understand that policy. It may also dictate who the best person to
involve is, such as a supervisor, Human Resources, law enforcement or
the EAP.
If your concern is
about a co-worker, check your drug-free workplace policy to determine
who within the organization you should talk with first. Once that is
determined, provide that person with the information you used initially
to talk with your co-worker about his or her substance problem. That
person, usually a supervisor, but not always, has more options available
to him or her through the workplace to help your co-worker get
assistance. For example, certain personnel have the power to use work
performance (including failing to show up, unexplained absences,
inability to properly perform job functions, etc.) as a means of getting
someone help through an EAP or other source of assistance.
A friend or family
member with a substance problem can also influence an employee’s safety
or ability to do a job. Often, a family member or friend who is
drinking or using drugs affects ones's ability to concentrate and
focus on his or her job. Substance use can result in financial
problems; marital problems; parenting/ family problems; depression,
anxiety or other emotional/behavioral problems on the part of the
drinker/user and/or the family member. It can also lead to physical or
emotional abuse.
If it is a friend
or family member you are concerned about, you may need to enlist
professional services of a trained substance abuse counselor. There are
many techniques that are powerful in helping people deal with substance
problems. For example, intervention is the process that confronts the
person abusing a substance about the severity of their disease. Family
members who influence that person’s life, and a trained professional
(counselor/psychologist/social worker), get together and present facts
and information related to the chemically dependent person’s substance
problem and the consequences of the problem. The process of
intervention, which can take several weeks to prepare for, is designed
to break through the dependent person’s denial and help him/her
understand there is a substance problem.
Another option for you is a support group. These groups for family and friends of people
with substance problems help you learn to live a healthier life through
maintaining appropriate boundaries with that friend or family member.
Examples include Al-Anon and Nar-Anon.
There are several sources of help from co-workers, family and friends
who may have a substance abuse problem.
Employee
Assistance Programs
(EAPs) are generally the best place to direct co-workers experiencing
personal problems, including alcohol and drug abuse. Note that EAPs are
legally bound to maintain confidentiality and may not divulge
information discussed with an employee without written permission from
the employee.
If there is no EAP
at your company, other resources include:
Substance Abuse Treatment Locator
Phone: (800) 662-HELP
www.findtreatment.samhsa.gov
This Substance Abuse and Mental Health Services Administration (SAMHSA)
Web site and toll-free phone line help individuals locate drug and
alcohol abuse treatment programs in their communities.
AlcoholScreening.org
www.alcoholscreening.org
This free, confidential Web site lets individuals privately assess their
own drinking habits and receive personalized feedback to help them
determine if they need help to change those habits. Individuals can also
find out about facilities in their communities that offer drug and
alcohol abuse treatment and consultations with qualified health
professionals regarding alcohol problems.
Al-Anon/Alateen
Phone: (888) 4AL-ANON
www.al-anon.alateen.org
Al-Anon provides information on the effects of alcohol abuse and refers
friends and families of alcohol abusers to nearby support groups.
Al-Anon’s purpose is to help families and friends of alcoholics recover
from the effects of living with the problem drinking of a relative or
friend. Alateen is the organization’s program for young people whose
lives have been affected by someone else's drinking.
Alcoholics Anonymous (AA)
www.aa.org
AA offers a way to stop drinking to individuals who feel they have a
problem with alcohol. AA groups are located in most cities and rural
communities throughout the country. Look up “Alcoholics Anonymous” in a
local telephone directory for a contact in your area.
American Council on Alcoholism
Phone: (800) 527-5344
www.aca-usa.org
American Council on Alcoholism provides referrals to alcoholism
treatment programs nationwide and distributes written materials on
alcohol abuse problems.
Cocaine Anonymous
Phone: (800) 347-8998
www.ca.org
Cocaine Anonymous provides support for people dependent on cocaine and
other mind-altering substances. Callers are referred to local helplines.
Nar-Anon
Phone: (800) 477-6291
www.nar-anon.org
Nar-Anon is a worldwide program which provides support for friends and
families of individuals with addiction or drug problems.
Focus on Recovery Helpline
Phone: (800) 234-0420
www.focushealthcare.com
Focus on Recovery is a helpline which provides support and information
for recovering drug addicts through referral to local helplines staffed
by other recovering addicts.
National Council on Alcoholism and
Drug Dependence Hopeline
Phone: (800) NCA-CALL
www.ncadd.org
This organization, a planning and oversight agency for public substance
abuse treatment programs, provides written information on alcohol and
drug abuse and referrals to treatment and counseling services
nationwide.
Substance use is
NOT always substance abuse. Having an alcoholic drink on a daily basis
is not considered to be substance abuse. Having multiple alcoholic
drinks to the point of drunkenness on a daily basis is substance abuse.
Getting high before work hours or while on duty or at any time when
effects of a substance carry over to work hours is substance abuse.
Substance abuse can lead to addiction.
Regardless of
whether someone is an abuser or addict, any time a worker is under the
influence of a substance, he or she is a safety hazard. A worker who is
drug or alcohol dependent can also be safety hazard, even if that person
is not intoxicated at work. In addition, if a co-worker is distracted
by a friend or family member who may be abusing substances, he/she can
be a safety hazard, a health hazard and can influence getting a job
done.
Be willing to show
your concern for your fellow employees, your workplace and yourself.
Help your fellow workers get the help they need.
It is the responsibility of every worker, supervisor and employer to
be aware of their surroundings and to do what they can to make the work
environment safe for everyone. Implementing and enforcing a
drug-free workplace program is one way to help protect and assist
employees in dealing with substance use as a safety hazard.
For all of these
reasons discussed, companies have put policies in place to prohibit
alcohol abuse and drug use that might compromise safety of workplace
operations (this would be the point at which specific policy could be
referenced if there is one. Example: this is why ABC Company has a
drug testing program). Know what your drug-free workplace policy is
and help enforce it.
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