PR&LA Summer 2018

Summer 2018 • PENNSYLVANIA RESTAURANT & LODGING matters •  23 deficits. Include a union representative, if applicable, during the meeting. If you believe that personal problems could be contributing to the performance and attendance concerns, refer the employee to an appropriate support resource such as an EAP. When addressing the employee with your documented concerns, consider the following: • Identify the employee’s strengths. • Describe the specific job performance problem (or problems) identified in your documentation and provide the employee with her or his own copy. • Discuss and describe performance expectations. • Keep your discussions focused on job performance/attendance. • Identify supervisory support to help the employee improve performance/attendance. • Set a time period in which you expect the employee to improve job performance. • Offer the employee a referral to the company EAP or other resource to address any personal problems that affect performance. • Identify a time frame for another meeting with the employee to review progress. 6 Refer to Appropriate Programs  A referral is not an adverse action but can be the first step toward helping an employee get back on track. Guidelines for making a referral include the following: • Choose the type of assistance based on the established effectiveness of available treatment options for particular issues. • Consider a provider under the employee’s health insurance plan. • Ensure that the provider understands the employee’s essential job requirements and the workplace culture. ➔ Overdoses now cause more deaths than car crashes. The Centers for Disease Control and Prevention reported more than 12 million U.S. residents used prescription painkillers nonmedically in the past year. Many nonmedical users of prescription painkillers are employed, and therefore prescription drug use affects employers of all company sizes and in all industries. Why should employers care? Opioid prescription medications are both a health and a safety issue in your workplace. These medications are powerful, highly addictive drugs that have the potential to cause impairment, increase the risk of workplace incidents, errors and injury even when taken as prescribed. Prescription painkiller abuse cost employers almost $42 billion because employees were less productive while at work or were not at work at all. Employees who abuse drugs are two to five times more likely to: • Take unexcused absences • Be late for work • Quit or be fired within one year of employment • Be involved in workplace incidents • File workers’ compensation claims What can employers do? • Educate employees about the health and productivity issues related to prescription drug abuse. • Incorporate information about substance abuse in workplace wellness programs or strategies. • Offer health benefits that provide coverage for substance abuse disorders. • Expand drug testing to include prescription drugs. • Publicize drug-free workplace policies and incorporate guidelines regarding prescription drugs. • Provide employee assistance programs (EAPs), wellness and work-life programs that include information and services related to substance abuse prevention, treatment and return to work issues. • Train managers to recognize and respond to substance abuse issues so problems can be addressed in uniform, cost-effective, and business-sensitive ways. Source: National Safety Council via Shatterproof.org PRESCRIPTION DRUG ABUSE What Can Employers Do?