PR&LA Summer 2018

22  • PENNSYLVANIA RESTAURANT & LODGING matters • Summer 2018 EDUCATION & TRAINING Training Supervisors How to Recognize and Respond to Substance Abuse Issues SUPERVISORS AND MANAGERS, particularly in the hospitality and tourism sectors, should receive training on how to recognize and deal with employees who have job performance, personal, and family problems that could be related to alcohol or other drugs. To maximize the effectiveness of a drug-free workplace policy and program, customized supervisor training should consider the characteristics of the workplace and of the employees. This is where an organization like Drug Free Workplace PA, www. drugfreeworkplacepa.org , can benefit small, independent operators. Guidelines for Supervisors Supervisors, as well as human resources staff, can benefit from following these seven guidelines: 1 Know the Organization’s Policy and Program  Be familiar with the policy and the program, along with the rationale for implementing them. Ensure that these are clearly communicated to all staff members. 2 Be Aware of Legally Sensitive Areas Provide due process and opportunity for response to allegations. If testing is a part of the policy, ensure laboratory quality control and confirmation of positive tests. Where applicable, follow collective bargaining agreements. Provide updated information on changing local, state, and federal laws as they apply to alcohol, prescription drugs, and other drugs. Include any implications for the drug-free workplace policy. 3 Recognize Potential Problems  Observation is key to early detection of emerging patterns of performance and attendance problems. Do not wait for performance or attendance to deteriorate to the point that the employee has little chance of remediating the situation. Addressing potential issues before they become serious problems is an important step in creating a safe, healthy, and productive workplace. The following signs alone do not indicate substance use, but they do indicate that perhaps the employee is experiencing personal issues that could affect job performance: • Change in work attendance or performance • Alteration of personal appearance • Mood swings or attitude changes • Withdrawal from responsibility or contacts with associates • Unusual behavior patterns, including sleeping on the job or inability to concentrate • Defensive attitude concerning any problems 4 Document Documentation is an essential tool for identifying patterns in performance or attendance deficiencies. It is also essential for advancing corrective action. When you observe problem attendance or performance patterns, document them as they occur. When documenting, be specific about instances where performance and attendance failed to meet workplace standards. Be sure to provide employees with a well-defined job description, along with appropriate job training. In this way, you can be explicit about the behaviors you expect. You will be more effective if you have a log of specific examples to refer to when addressing the employee. Examples will enable the employee to understand the true nature of your concern, serve to motivate, and then help you assign the appropriate corrective action. Remember, document concrete facts and observations rather than opinions, gossip, or assumptions. 5 Act According to research by Paul M. Roman and S.C. Baker in the Handbook of Mental Health in the Workplace, constructively addressing the problem is a proven strategy for dealing with employees who have a performance problem in which substance use, including prescription drug misuse, may be a factor. Constructively addressing the problem involves organizing a well-structured performance meeting. If your company has an employee assistance program (EAP), the program might be able to provide guidance on the process. During the consult, the EAP can also help coach the supervisor through the constructive assessment process. Present the employee with documented evidence of performance