How to Train Supervisors & Managers on Alcohol Abuse
Training supervisors and managers how to deal with alcohol and drug abuse in the workplace is relatively easy to do. The most important aspect of a successful program is a clear company policy regarding how to treat incidents.
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Things You'll Need
- PowerPoint presentation
- Handouts on presentation content
- Training schedules
Instructions
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Develop and publish a policy on alcohol abuse if no policy has been communicated to employees and supervisors. It makes sense to bundle this policy and label it substance abuse since drugs in the workplace are of equal concern to the business. Make it clear that if the policy is violated, a specific set of actions will result. In order to ensure that managers understand their responsibilities, conduct a training program for them.
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Develop a 30-minute PowerPoint presentation explaining the company's policy and philosophy on alcohol abuse. If this involves referral to an Employee Assistance Program, or EAP provider, ask for a representative from the EAP to speak at the training session.
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Set up training schedules and present the elements of the policy to your supervisors and managers. Encourage questions and open discussion about any gray areas or concerns. Ask the EAP counselor to discuss his experiences and to offer support and assistance with the program.
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The EAP counselor can add much value by explaining signs and symptoms to look for in a person who may be under the influence, what drugs are commonly abused and how to identify abusers in the workplace. If you do not have an EAP provider or a company doctor to assist you, research and explain the symptoms yourself. There is an organization called FACE that is a good resource for this information.
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Explain to your managers that an effective program involves supporting each other in the field. For example, if a manager has a concern about an employee's behavior, it is always a good idea to bring in or call over another manager for a second opinion.
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When there is a concern and the person's actions could constitute a safety risk on the job, encourage the managers to address the situation immediately, possibly with a suspension. A decision-tree system can be used to decide if the situation warrants drug testing or other employment related actions. Always prioritize safety as the guiding principle. This means that if you suspect an employee has been abusing a substance, you do not allow him to drive home from work while allegedly impaired. Work out an arrangement with a security person or local cab company in advance.
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Tips & Warnings
Try role playing different scenarios as part of the training program to help your managers become more comfortable with the policy.
Do not rush the training or add it as a last minute communication. Spend as much time as necessary to make the expectations clear to all who will be responsible for upholding workplace policies.
Resources
- Photo Credit www.free-stockphotos.com
