1. Drug Free Workplace Employee Training

2. Objectives 1.Provide an overview of substance abuse –Its effects on users –The methods of substance abuse –Examples of specific drugs of abuse –Impact of substance abuse in the workplace –Benefits of a drug free workplace 2.Review our Drug Free Workplace policy –Who is covered –What is prohibited –Types of testing –Consequences –Assistance

3. Using a substance to modify or control mood or state of mind in a manner that is illegal or harmful to oneself or others. Substance abuse affects people: Emotionally Behaviorally Physically What is Substance Abuse?

4. Aggression Burnout Anxiety Depression Paranoia Denial Emotional Effects of Substance Abuse

5. Slow reaction time Impaired coordination Slowed or slurred speech Irritability Excessive talking Inability to sit still Limited attention span Poor motivation or lack of energy Behavioral Effects of Substance Abuse

6. Weight loss Sweating Chills Smell of alcohol Physical Effects of Substance Abuse

7. The irresistible compulsion to use alcohol and other drugs despite adverse consequences. It is characterized by repeated failures to control use, increased tolerance and increased disruption in the family. What is Addiction?

8. Methods of Substance Abuse in the Workplace Experimentation Recreational use As a stress reliever

9. Alcohol Marijuana Inhalants Cocaine Stimulants Specific Drugs of Abuse Depressants Hallucinogens Narcotics Designer drugs

10. Employee health Productivity Decision making Morale Impact of Substance Abuse in the Workplace Safety Security Organizational image and community relations

11. The Problem Absenteeism Problem drinkers are absent from work 4 - 8 times more often than normal. Drug users are absent from work an average of 5 days monthly. Less Productivity When they do show up, substance abusers are 33% less productive and cost their employers $7,000 annually. *Sources: Institute for a Drug-Free Workplace Bureau of National Affairs National Institute on Drug Abuse

12. The Problem Industrial Fatalities Up to 40% of industrial fatalities and 47% of industrial injuries can be linked to alcohol consumption and alcoholism. Accidents Drug-using employees are 4 times more likely to be involved in workplace accidents and 5 times more likely to file a workers compensation claim. *Sources: Institute for a Drug-Free Workplace Bureau of National Affairs National Institute on Drug Abuse

13. The Problem Higher Workers' Compensation Costs 38 - 50% of all workers' compensation claims are related to substance abuse. Higher Medical Costs Substance abusers are three times more likely to use medical benefits than other employees and incur 300% higher medical costs. *Sources: Institute for a Drug-Free Workplace Small Business Administration

14. The Problem Workplace Theft 80% of drug users steal from their workplaces to support their habits. Workplace Violence Substance abuse is the third leading cause of workplace violence. *Sources: Institute for a Drug-Free Workplace Small Business Administration

15. How Bad is It? Almost 1/3 of Americans between ages 20 - 40 have used an illicit drug once in the past year. Almost 1/2 of Americans entering the work force have used an illicit drug once in the past year. Nearly 10% of employees use drugs in the workplace. Marijuana remains the most commonly abused illegal drug by employees, followed by cocaine. Many drug users are prominent citizens in our communities, including business owners, doctors, civic leaders, parents, and neighbors. *Sources: National Drug Task Force Journal U.S. Chambers of Commerce

16. How Bad is It? 77% of (8 out of 10) drug users are employed. Over 60% of adults know someone who has reported to work under the influence of drugs or alcohol or other drugs. Alcohol is the most widely abused drug; 10% of people in the U.S. have an alcohol problem *Sources: Institute for a Drug-Free Workplace National Council on Compensation Insurance Drug Crimes in the Workplace

17. Why have a Drug Free Workplace? 1. The law may require it. If you are in the transportation industry, or if you are billing Uncle Sam for more than $25,000 in any year, or if you are a government organization, then the law requires that you have a Drug Free Workplace program.

18. Why have a Drug Free Workplace? 2. It makes sense. Employee substance abuse can create safety hazards for employers, co- workers and the public. There are also costs of lost business opportunities from missed deadlines, diminished product quality, and damaged business reputation. It is estimated that drug users cost businesses over $100 billion per year, directly and indirectly.

19. Why have a Drug Free Workplace? 3. Financial credits. Roughly 12 states offer credits for program implementation. Georgia offers a 7.5% credit on workers compensation premiums. In a tough economy, every bit saved counts!

20. Incentives for a Drug Free Workplace Courts have upheld drug testing as a legitimate means of determining employees' ability to work. The majority of courts have held businesses liable for accidents caused by drug-using employees; particularly when the company has no formal Drug Free Workplace policy.

21. Benefits of a Drug Free Workplace The Warner Corporation Plumbing company - Washington, D.C. Saved $385,000 a year after establishing a drug free workplace program. Savings resulted because of a decrease in accidents, which resulted in lower workers’ compensation costs and lower vehicle insurance premiums. Saved $20,000 annually on personnel advertising costs because of an increased waiting list of top-flight mechanics wanting to work there. Additionally, the proportion of apprentices completing a two- year training course increased from 25% to 75%, resulting in annual savings of $165,000.

22. Benefits of a Drug Free Workplace Turfscape Landscape Care, Inc. Landscape company - Chandler, AZ Saved over $50,000 annually after establishing a drug free workplace program. Savings resulted because of increased productivity, fewer accidents, and less absenteeism and turnover.

23. Our Drug Free Workplace policy…

24. We are committed to protecting the safety, health and well being of all employees and other individuals in our workplace. We recognize that alcohol abuse and drug use pose a significant threat to our goals, therefore we have established a drug free workplace program. We have provided a copy of this policy for all employees to ensure a greater understanding of how it works. Purpose and Goal

25. We recognize that employee involvement with drugs or alcohol can be disruptive, can adversely affect the quality of work and performance of employees, can pose serious health risks to users and others, and can have a negative impact on productivity and morale. We have no intention of interfering with the private lives of employees unless involvement with alcohol and other drugs off the job affects job performance or public safety. As a condition of employment, we require that employees adhere to a strict policy regarding the use and possession of drugs and alcohol. We encourage employees to voluntarily seek help with drug and alcohol problems. Purpose and Goal

26. Any individual who conducts business on our behalf, is applying for a position or is conducting business on our property is covered by our drug free workplace policy. Our policy includes, but is not limited to managers, supervisors, full-time employees, part-time employees, off-site employees and applicants. Covered Workers

27. Our drug free workplace policy is intended to apply whenever anyone is representing or conducting business for us. This policy applies during all working hours, whenever conducting business, while on call, paid standby, and while on our property. Applicability

28. It is a violation of our drug free workplace policy for any employee: To use, possess, sell, trade, offer for sale, or offer to buy illegal drugs or otherwise engage in illegal use of drugs on or off the job. To report to work under the influence of or while possessing in his or her body, blood or urine illegal drugs in any detectable amount. To report to work under the influence of or impaired by alcohol. Prohibited Behavior

29. If the use of a legally prescribed medication could compromise the safety of the employee, fellow employees or the public, it is the employee's responsibility to use appropriate personnel procedures (e.g., call in sick, use leave, request change of duty, notify supervisor) to avoid unsafe workplace practices. Prohibited Behavior

30. Any employee who is convicted of a criminal drug violation in the workplace must notify management in writing within five calendar days of the conviction. Management will take appropriate action within thirty days of notification. Notification of Convictions

31. Entering our property constitutes consent to searches and inspections. If an individual is suspected of violating our policy, he may be asked to submit to a search or inspection at any time. Searches can be conducted of any personal belongings brought onto our property, including but not limited to pockets and clothing, lockers, wallets, purses, briefcases, lunchboxes, desks, work stations, vehicles and equipment. Searches

32. To ensure accuracy and fairness of our testing program, all testing will be conducted according to guidelines where applicable and will include a screening test; a confirmation test; the opportunity for a split sample; review by a Medical Review Officer, and a documented chain of custody. Guidelines also include the opportunity for employees who test positive to contest the result to the Company in writing within five working days after the Company contacts the employee or job applicant and shows him the written positive test results as it was received from the laboratory to provide a legitimate medical explanation, such as a physician's prescription. Drug Testing – Guidelines

33. Each employee, as a condition of employment, will be required to participate the following types of testing: 1.Pre-employment 2.Post-accident 3.Reasonable suspicion 4.Random – what does our policy say? 5.Post rehabilitation testing – what does our policy say? Drug Testing – Types of Tests

34. Substances tested for are amphetamines, cannabinoids, cocaine, opiates, phencyclidine (PCP) and alcohol. Testing for presence of alcohol will be conducted by analysis of breath. Testing for presence of the metabolites of drugs will be conducted by the analysis of urine. Drug Testing – Methodology

35. One of the goals of our drug free workplace program is to encourage employees to voluntarily seek help with alcohol or drug problems. If an individual violates the policy, the consequences are serious. In the case of applicants, if the drug free workplace policy is violated, the offer of employment can be withdrawn. The applicant may reapply after six months and must successfully pass a pre-employment drug test. Consequences

36. Employees with a confirmed positive test result may, at their own expense, have a second confirmation test made on the same specimen. An employee will not be allowed to submit another specimen for testing. Any employee who tests positive must participate in rehabilitation at the employee’s expense or face termination. What does our policy say? Any employee who tests positive will be terminated. What does our policy say? Consequences

37. The Workers Compensation Insurance Carrier will deny any medical claim that is submitted following a post-accident positive drug and alcohol test result. The employee will be held responsible for paying all medical treatment expenses. Any termination that results because of a positive drug and alcohol test will make the employee ineligible for unemployment benefits. Consequences

38. When follow up testing is conducted, the frequency of such testing shall be a minimum of at least once annually for a two year period after completion of the EAP or rehabilitation program. Advance notice of the testing shall not be given to the employee. Follow-Up Testing (if applicable)

39. An employee will be subject to the same consequences of a positive test if he: –Refuses the screening or the test –Adulterates or dilutes the specimen –Substitutes the specimen with that from another person or sends an imposter –Will not sign the required forms –Refuses to cooperate in the testing process in such a way that prevents completion of the test Interfering with Testing Process

40. To support our employees, our drug free workplace policy: Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem. Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help. Ensures the availability of a current list of qualified community professionals. Assistance

41. We recognize that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. Treatment for alcoholism or other drug use disorders may be covered by the employee benefit plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee. Assistance

42. All information received by the Company through the drug free workplace program is confidential communication. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and management policies. Confidentiality

43. A safe and productive drug free workplace is achieved through cooperation and shared responsibility. Both employees and management have important roles to play. All employees are required to not report to work or be subject to duty while their ability to perform job duties is impaired due to on or off-duty use of alcohol or other drugs. Shared Responsibility

44. Employees are encouraged to: Be concerned about working in a safe environment. Support fellow workers in seeking help. Report dangerous behavior to their supervisor. Shared Responsibility – Employees

45. It is the supervisor's responsibility to: Observe employee performance. Investigate reports of dangerous practices. Document negative changes and problems in performance. Counsel employees as to expected performance improvement. Clearly state consequences of policy violations. Shared Responsibility – Supervisors

46. Communicating our drug free workplace policy to both supervisors and employees is critical to our success. To ensure all employees are aware of their role in supporting our drug free workplace program: –All employees will receive a copy of the policy. The policy will be reviewed in orientation sessions with new employees. The policy and assistance programs will be reviewed at safety meetings. Posters and brochures will be available at all locations. Communication

47. Every supervisor will receive training to help him recognize and manage employees with drug or alcohol problems. Questions regarding this policy should be directed to your supervisor or the Human Resources Manager. Handouts will be distributed to all employees as part of continuing education. Training

48. Any Questions? The bottom line… A drug free workplace is a better working environment, it is safer, it is more profitable, and it is more likely to succeed.