1. New Employees’ and Supervisors’ Training
Army Substance Abuse Program
and
Employee Assistance Program
Reference: Employee Assistance Program: Supervisor’s Manual
Services, Army Substance Abuse Program, Sections, Employee Assistance Program,
* Resources, Supervisor’s Manual
Services,
Army Substance Abuse Program, Downloads, Army Publishing Directorate Website:
* DA Pam , Army Substance Abuse Program Civilian Services
* AR , Army Substance Abuse Program, 2 December 2009
Army Substance Abuse Program
Employee Assistance Program
Building 2091, Kolekole Ave., Stop 129
Schofield Barracks, HI
EAP Coordinator: Kathy Marugaki,
EAP Specialist: Catherine Heflin,
FAX:

2. AR 600-85 Army Substance Abuse Program
Establishes the Employee Assistance Program.
Lists the requirements of the Drug-Free Federal Workplace Civilian Drug Testing Program.
Requires that DA Civilians attend 2 hours of Alcohol and Drug Awareness Training yearly.
Requires that New Employees and Supervisor get
ASAP & EAP training within 60 days
AR Army Substance Abuse Program
Establishes the Employee Assistance Program.
Lists the requirements of the Drug-Free Federal Workplace Civilian Drug Testing Program.
Requires that DA Civilians attend 2 hours of Alcohol and Drug Awareness Training yearly.
Requires that New Employees and Supervisor get ASAP & EAP training within 60 days of the start of work.

3. What is EAP? It is a job-based program designed:
To help employees in identifying and resolving personal problems that may affect their job performance and well-being.  
To assist management in addressing productivity issues.  
To promote installation work/life/wellness programs.
EAP is a job-based program designed: 
To help employees in identifying and resolving personal problems that may affect their job performance and well-being.  
To assist management in addressing productivity issues.  
To promote installation work/life/wellness programs.
Today’s workplace can be a challenge. The negative impact on individuals and the organization can be compounded when a unit has even one troubled employee.
There is help in the form of the Employee Assistance Program (EAP). EAP is designed to help and assist civilian employees struggling with personal and job performance problems. EAP is available to provide advice and support on how to best handle employees in a caring and confidential manner. Although the EAP may be involved with employees in a variety of ways, it is not a substitute for the Civilian Personnel Advisory Center (CPAC). The EAP may collaborate with Human Resources (HR) professionals in helping employees, if it becomes necessary.
This training is not only designed to inform you about the EAP, but also to provide you with helpful tools and resources. Please remember the EAP coordinator is a phone call away, and ready to assist you with personal issues or employee matters.
The Civilian Personnel Advisory Center (CPAC) are the experts in personnel issues:
AF CPAC is located at 149 Kubo Street, Building 126 & 127 on Fort Shafter. Please call for your questions on Labor/Employee Relations and Workers’ Compensation issues.
For assistance with NAF CPAC call

4. Eligibility All DA Civilian Employees and Retirees, and
Family Members of Civilian Employees and Retirees
Contractors are not eligible for EAP services
Eligibility :
All Civilian Employees and Retirees and
Family Members of Civilian Employees and Retirees
Contractors are not eligible for EAP services

5. EAP Provides Privacy and confidentiality Short-term counseling
Community referrals
Coordination with alcohol/drug treatment
Management consultations
Training
EAP Provides:
Privacy and confidentiality
Short-term counseling - brief solution focused problem solving
Community referrals
Coordination with alcohol/drug treatment
Management consultations
Training-focusing on interpersonal work skills: such as Stress Management, Anger Management and Improving Workplace Relationships and groups such as, Informal Conflict Resolution.

6. Limits to Confidentiality
Harm to Self or Someone Else
Child or Spouse Abuse
Illegal Activity
EAP QA
Legal Actions
Mandatory Referral, please call to discuss EAP and confirm your appointment.
LIMITS OF CONFIDENTIALITY The Employee Assistance Program Coordinators (EAPC) in the Employee Assistance Program do the most they can to ensure your confidentiality. There are, however, certain circumstances when disclosure of information to third parties must occur. All releases of information concerning civilian clients are governed by Part 2, Chapter 1, Title 42, Code of Federal Regulations. Some of the more commonly required examples of limits of confidentiality are as follows: a. If the EAPC or counselor believes you might harm yourself or someone else. b. If you report that you or someone in your family has been involved in child abuse/neglect or spouse abuse. c. If you report that you are involved in illegal activity. d. Qualified persons involved with quality assurance activities, EAP supervision and approved research projects may be permitted to access your records. e. If you are involved in legal actions or proceedings your records and your EAPC or counselor may be subject to subpoena. f. Mandatory Referral, please call to discuss EAP and confirm your appointment. It is the intent of all EAP personnel to safeguard your confidentiality to the utmost extent afforded by law and Army Regulation. If you have any questions about the above information please discuss them with your EAPC BEFORE proceeding with the interview.

7. Typical Problems Substance Abuse Family and Relationship Problems
Alcohol or Drug Dependence
Family and Relationship Problems
Marital Problems
Adjustment to Separation and Divorce
Parenting Concerns
Domestic Violence and Abuse
Caring for an Aging Parent
Personal and Emotional Problems
Stress and Anxiety
Anger or Depression
Work and Life Issues
Job-Related Stress
Financial Problems
Legal Problems
Balancing Work and Family Demands
The scope of problems addressed by the EAP is broad. Here’s an overview of the types of problems we deal with:
Substance Abuse
Alcohol Dependency
Drug Dependency
Prescription Drug Abuse
Co-dependency and concerns for family members
Family and Relationship Problems
Marital problems
Communication issues
Parenting concerns and parent-child conflict
Adjustment to separation and divorce
Single parenting concerns
Blended families
Step-parenting
Domestic violence and abuse
Caring for an aging parent
Personal and Emotional Problems
Stress and Anxiety
Depression
Anger
Grief and loss
Work and Life Issues
Job-related stress
Adjusting to job changes
Financial problems
Legal problems
Communication problems
Balancing work and family demands

8. Understand Workplace Rules
Ask for a Employee Handbook
AF/NAP; Union/Non-union; Contractor
Personnel Management Information Support System
Attendance related offenses
Discourtesy
Discrimination
Failure to observe rules or orders
False statements
Fighting/Creating a Disturbance
Insubordination
Appropriated Fund refers to Congress appropriates funds to run the military. GS stands for General Schedule and now many Department of Defense employees are under the NSPS-National Security Personnel System.
Non-Appropriated Funds – Organization has to generate income to pay for their staff payroll and resources.
Some folks belong to a union and work under a union contract. Contractors provide services and resources through a specific contract, at the pleasure of the government.
Review some of the common rules online at:
Personnel Management Information and Support System (PERMISS) is a decision support system designed to provide general guidance and information on all areas of Army Civilian Personnel Management.
Table of Penalties for Various Offenses
Behavioral Offenses for which progressive discipline is appropriate:
Attendance
Discourtesy
Failure to observe rules or orders
Insubordination
False statements
Discrimination
Unauthorized use of alcohol or drugs

9. Drug–Free Federal Workplace (DFW) Civilian Drug Testing Program
Army Regulation
The Army Substance Abuse Program
2 December 2009
Department of the Army
Pamphlet
Army Substance Abuse Program Civilian Services
15 October 2001
We are all subject to the Army’s Drug–Free Federal Workplace (DFW) Civilian Drug Testing Program
Department of the Army
AR 600–85
2 December 2009
DA PAM
15 October 2001
Army Substance Abuse Program
Civilian Services

10. Hawaii Alcohol Laws Legal Age for Drinking: 21 years old
Open Container Laws: No consumption of alcohol in vehicles.
BAC Limit: Blood-alcohol content percentage of .08 means a driver is considered to be intoxicated.
Penalty: Refusal to cooperate may result in driver’s license suspension for up to a year.
Hawaii State Alcohol Laws
Legal Age for Drinking: 21 years old
Open Container Laws: No consumption of alcohol in vehicles.
BAC Limit: Blood-alcohol content percentage of .08 means a driver is considered to be intoxicated.
Penalty: Refusal to cooperate may result in driver’s license suspension for up to a year.
For more information on Hawaii’s Use and Lose Law go to: or call MADD Hawaii at
Check with CPAC when an employee appears to be under the influence of alcohol or other drugs while on duty.
Check with Occupational Health at TAMC, on issues with alcohol use and fitness for duty issues on the job. Call Occupational Health at

11. Brain Scans of 15 Year Olds
The colored areas on the brain scans are signs of brain activity. Notice the lack of brain activity in the brain scan of the heavy drinker. Brain scans of heavy drug users show a similar pattern of decreased brain activity. When your brain is impaired, it is not unusual for your job performance to go down.
See Supervisors Manual for information on dealing with employees, who have drug and/or alcohol problems.
Go to the Hawaii Army Garrison Website
Army Substance Abuse Program
Sections
Employee Assistance Program
Supervisors Manual
Check Downloads
Civilian Collection Procedures
Healthy-Brain Heavy Drinker-Brain
Colored areas are signs of brain activity.

12. Categories of Drug Testing and Testing Procedures
Applicant testing
Random testing for Testing Designated Positions (TDP)
Reasonable suspicion testing
Accident or unsafe practice testing
Voluntary testing
Follow-up testing
Starting in 2010, urinalysis will consist of a split sample: for further information go to
Applicant testing. Some DA applicants tentatively selected for appointment are required to participate in applicant drug urinalysis testing, designed to screen out applicants who use illegal drugs.
Random testing for DA civilian employees in Testing Designated Positions (TDPs) is accomplished by testing through out the year. Security clearances are pulled, if an employee tests positive on a drug test without a medical prescription clearing the situation. Some jobs require a security clearance for continued employment and the employer is NOT obligated to find the employee another job.
Reasonable suspicion testing. If there is a reasonable suspicion that an employee uses illegal drugs, due to changes in work, behavior or criminal conviction. The supervisor would check with CPAC and Legal for guidance in requesting a reasonable suspicion test.
Accident or unsafe practice testing. Employees may be subject to testing when, based on circumstances of the accident, their actions are reasonably suspected of having caused or contributed to an accident that results in a death or personal injury requiring immediate hospitalization or in damage to government property estimated in excess of $10,000. Supervisor should check with CPAC and Legal for guidance in a test for accident for unsafe practice.
Voluntary testing. Voluntary testing is available for employees to demonstrate their commitment to the Army’s goal of a DFW and to set an example for other Federal/DA civilian employees. Volunteers are tested randomly with the rest of the testing pool.
f. Follow–up testing. All DA civilian employees who test positive on a drug test are required to successfully complete a rehabilitation program. While employees are enrolled in rehabilitation for illegal drug use they may be subject to unannounced testing. Follow–up testing continues for 12 months after completion of a rehabilitation program. Employees are released from government employment, if they test positive a 2nd time on a drug test.

13. Notifying TDPs
Supervisors will verbally notify their TDP employees in private, when they are to report for random drug testing no earlier than 2 hours prior to reporting to the test site.
If the employee is unavailable for testing for a legitimate reason, the supervisor will coordinate with the ADCO for a new time for testing.
Chapter 2
Responsibilities
2–33. Supervisors of civilian corps members
The supervisors of civilian corps members. The supervisors will—
Privately inform their employees in Testing Designated Positions when they are to report for random drug testing no earlier than 2 hours before they must report to the test site.
If an employee is unavailable for testing for legitimate reasons, the supervisor will coordinate with the Alcohol and Drug Control Officer (ADCO) or designee for a new testing time. At no time will the supervisor inform deferred employees that they have been selected for random drug testing outside of the new two hour drug-testing window. Supervisors will verbally notify employees to be tested; use of any other means of notification is unauthorized.

14. DOT Prohibited Conduct and Consequences
DOT rules at 49 CFR, Part 382 prohibits:
Use of alcohol while on duty
BAL of 0.04% or higher
Not fit for duty if 0.02 % or greater, but less than 0.04%,
and cannot return to duty for at least 24 hours
Driver’s behavior or appearance suggest alcohol misuse and a breath test can not be conducted, driver is removed immediately for at least 24 hours
Possess alcohol, unless part of a shipment
Used alcohol within 4 hours of performing duties
Refuses to submit to an alcohol/drug test or tests positive AR
3–11. Prohibited conduct (Department of Transportation rules/prohibitions) and consequences
a. The DOT rules at 49 CFR, Part 382 apply to all DA employees in transportation who drive commercial motor
vehicles in commerce in any state and who are subject to the commercial driver’s license requirements of 49 CFR Part
383 (commercial driver’s license standards; requirements and penalties).
b. Performance of DOT safety-sensitive functions is prohibited when the driver:
(1) Used alcohol while on duty.
(2) Has an alcohol concentration of 0.04 percent or greater as indicated by an alcohol breath test.
(a) Additionally, drivers who have an alcohol concentration of 0.02 percent or greater but less than 0.04 percent on
a confirmation test is considered not fit for duty and cannot return to duty until 24 hours after the confirmation test. (A
return-to-duty test is not required.)
(b) If a driver’s behavior or appearance suggests alcohol misuse and a breath test cannot be conducted, the driver
must be removed immediately from performing safety-sensitive duties for at least 24 hours. (A return-to-duty test is not
required.)
(3) Possesses alcohol, unless the alcohol is manifested and transported as part of a shipment.
(4) Used alcohol within 4 hours of performing safety-sensitive duties.
(5) Refuses to submit to an alcohol or drug test. (Pre-employment drug and alcohol tests will only be required for
applicants to whom contingent offer of employment have been made.)
(6) Tested positive for a controlled substance, except when the use is prescribed by a physician.

15. Employee Access to EAP Self-Referral
Employee contacts EAP directly by calling or
Employee is being pro-active.
Time is arranged with the supervisor.
Time with EAP can be charged as
administrative time under AR
Self-Referral:
Employee contacts EAP directly by calling or
Employee is being pro-active.
Time is arranged with the supervisor.
Time with EAP can be charged as administrative time under AR

16. Employee Access to EA Informal Referral
The employee and supervisor may have met regarding performance issues that are becoming noticeable, but does not merit action at this time.
The supervisor tells the employee about the EAP. Informal referrals are usually verbal and originate from the working relationship between an employee and the supervisor.
The supervisor is not contacted by EAP unless the employee makes a request and signs a specific written release.
Informal Referral:
With an informal referral, the employee and supervisor may have met regarding performance issues that are becoming noticeable, but may not merit serious action at this time. The supervisor can tell the employee about the EAP. Informal referrals are usually verbal and originate from the working relationship between an employee and the supervisor. The supervisor is not contacted by EAP unless the employee makes a request and signs a specific written release.

17. Employee Access to EAP Formal Referral
Supervisor meets with employee regarding a serious work problem which has been carefully documented.
Supervisor has consulted with CPAC and legal for guidance, if it is suspected that the employee has engaged in criminal conduct.
The supervisor describes the problem fully and reviews his/her concerns with the employee.
Formal Referral:
The supervisors will—
a. Consult with the CPAC specialist—
(1) Before initiating any formal disciplinary or adverse action.
(2) When an employee appears to be under the influence of alcohol or other drugs while on duty.
(3) When an employee has been reported as an illegal drug user (verified positive drug test).
b. Consult with an appropriate legal advisor when there is a reasonable suspicion that an employee is engaged in criminal conduct involving alcohol or drugs (for example, trafficking, theft, or illegal possession).
The supervisor, then meets with the employee over a serious work problem which has been carefully documented. The supervisor describes the problem fully and reviews his or her concerns with the employee.
Performance appraisals will not mention current or past enrollment in the ASAP.

18. Employee Access to EAP Formal Referral
If the employee is in a bargaining unit, read and follow any requirements in the negotiated labor agreement.
If you ask questions that the employee reasonably believes could lead to discipline, the employee has the right to request union representation at your meeting.
Contact your CPAC servicing representative for guidance on this “Weingarten Right.”
If the employee is in a bargaining unit, read and follow any requirements in the negotiated labor agreement. If you ask questions that the employee reasonably believes could lead to discipline, the employee has the right to request union representation at your meeting. Contact your CPAC servicing representative for guidance on this “Weingarten Right.”

19. Employee Access to EAP Formal Referral
Supervisor contacts EAP and makes the initial appointment preferably, with the employee present.
If the employee signs a consent form to release information, EAP will contact the referring supervisor to confirm the employee’s attendance.
All other information is kept confidential.
The supervisor then contacts the EAP and makes the initial appointment preferably, with the employee present. If the employee signs a consent form to release information, EAP will contact the referring supervisor to confirm the employee’s attendance. All other information is kept confidential for the benefit of the employee and to maintain program integrity.

20. Army Substance Abuse Program Website
AR or DA PAM
Supervisor’s Brief
Supervisor’s Manual
Civilian Collection Procedures
Check Downloads for other pertinent information
Check for Online Alcohol and Drug Awareness Training
Or go to the Hawaii Army Garrison Website
Army Substance Abuse Program
Sections
Employee Assistance Program
Supervisors Brief
Supervisors Manual
Check Downloads
Civilian Collection Procedures
Check Downloads for other pertinent information
Check for Online Alcohol and Drug Awareness Training
Go to
Click on desired training
You'll be prompted to "Do you want to open or save this file“,
Click Save
Once saved, open the training and press F5 to view in full screenmode
Click the Button or Eagle at the end of the presentation
You'll be prompted to take the quiz (unless quiz was embedded within presentation), complete the critique, then print your certificate and give a copy to your training coordinator.

21. DA Civilian Resources Ambulance and Police 911
Chain-of-Command and/or Union
Civilian Personnel Advisory Center (CPAC)
and Workers’ Compensation Programs
APF: NAF:
Department of Defense IG
Employee Assistance (EAP) or 6046
Threat Management Team/WP V Committee (Safety)
USAG-HI EEO and POSH Information
USAG-HI Internal Review Hotline  
DA Civilian Resources
Ambulance and Police 911
Chain-of-Command and/or Union
Civilian Personnel Advisory Center (CPAC)
and Workers’ Compensation Programs
APF: NAF:
DOD IG
Employee Assistance (EAP) or 6046
Threat Management Team/WPV Committee (Check with your Safety Officer)
USAG-HI /EEO AND POSH INFO
USAG-HI Internal Review Hotline

22. Employee Assistance Program
Army Substance Abuse Program
Employee Assistance Program
Building 2091, Kolekole Ave., Stop 129
(rear of Army Community Service)
Schofield Barracks, HI
EAP Coordinator: Kathy Marugaki,
EAP Specialist: Catherine Heflin,
FAX:
Office Hours: Monday – Friday 7:30 am – 4:00 pm
Employee Assistance Program
Army Substance Abuse Program
Building 2091, Kolekole Ave., Stop 129
(rear of ACS)
Schofield Barracks, HI
EAP Coordinator: Kathy Marugaki,
EAP Specialist: Catherine Heflin,
FAX: