This 2 minute safety training video covers: What actions to take if you believe that a worker may have a substance abuse problem, what is the responsibility of a manager, what is the best approach to identify substance abuser, how to keep written performance reports and safety records of the workers, how to eliminate substance abuse in the workplace. This clip was taken from a full-length training video. Click here to watch the 19 minute full length version.
The Full-Length Version is Available on DVD!
Most substance abusers have jobs. In fact, it is estimated that one out of every ten workers has a drug or alcohol problem. Their behavior "under the influence" can decrease productivity, create a hostile work environment and damage a company’s reputation. Worst of all it can significantly increase the chances of workplace incidents and injuries.
Atlantic Training’s "Dealing with Drug and Alcohol Abuse… for Managers and Supervisors" training program discusses drug and alcohol abuse, the damage it causes to workers and the businesses that employ them, and what should be done to create and maintain a drug and alcohol-free workplace.
Topics covered include:
- How To Properly Supervise A Substance Abuser
- How substance abuse can affect a workplace.
- What substances are abused?
- Laws you need to know about.
- Creating a drug and alcohol-free workplace.
- Substance abuse education and testing.
- Recognizing on-the-job substance abuse.
- Handling substance abuse situations.
- ...and more.
- Click here to watch a FREE full-length 19 minute preview.
Video Transcript
While you are in the process of documenting behaviour use caution, be sure the work is being done effectively and do not let the employee create an unsafe situation for your team or for themselves. Be consistent in your application of company policies. Know your company’s alcohol and drug policy and apply it uniformly with all employees. Be sure you do not tolerate behaviour with one employee that you would not allow with another. Avoid becoming emotionally involve with the employee, feeling sorry with the employee, a personal friendship or the employee’s length of service should not be reasons for special treatment. Remember you are responsible for everyone’s safety on your team. The abuse of alcohol and other drugs on the job is a critical safety issue.
