Campus Assistance Program

Drug-Free Workplace and Campus

Alcohol and Substance Abuse Awareness

Revised: September 1, 2017

Introduction

As a recipient of federal funds, LSUHSC-NO must certify under the Drug-Free School and Communities Act of 1989 and the Drug-Free Workplace Act of 1988 that it will take certain steps to provide a Drug-Free Workplace (DFWP). Failure to comply can result in the loss of all federal funding.

Objectives of Training

At the end of the training, you will understand:

• That LSUHSC-NO is a Drug-Free Workplace
• The requirements of LSUHSC-NO’s Substance Abuse policies
• Impact of substance abuse in the workplace
• Health risks associated with substance abuse
• Sign and symptoms of substance abuse
• What types of assistance are available
• Confidentiality
• Penalties for drug abuse violations
• Specific drugs of abuse

What is a Drug-Free Workplace?

A site for the performance of work at which LSU employees and students are prohibited from engaging in the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance or alcohol. The workplaces includes:

• Any location on University property
• Any location from which an individual conducts University business while such business is being conducted

The main focus of LSU’s DFWP policy is SAFETY.

All faculty, staff, residents, students and contractual employees of LSUHSC-NO whether paid, unpaid, or gratis are required to follow this policy.

LSU’s Drug-Free Workplace Exists To:

• Protect the health and safety of all employees, students, patients, and the public.
• Safeguard employer/student assets from theft and destruction.
• Maintain product quality and University integrity and reputation.
• Comply with all local, state and federal laws and regulations.
• Provide a safe, productive, and healthy environment that is consistent with delivering the highest quality services to patients.

LSU Has Responsibilities

Under federal and state laws and regulations, LSU has the following responsibilities:

• Provide a Drug-Free workplace (DFWP).
• Implement a Drug-Awareness program.
• Raise employee and student awareness about the dangers of drugs and alcohol.
• Identify available employee/student resources at LSUHSC-NO.
• Implement a Drug Testing program.
• Prohibit the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance in the workplace.
• Safeguard the workplace from consequences of alcohol and drug use by providing awareness training on an annual basis to all faculty, staff and students.

Everyone Must Comply with All University Policies and Procedures

Initial employment/enrollment and continued employment/enrollment is contingent upon a willingness to comply with the following substance abuse policies:

• LSUHSC-NO Campus-Drug Prevention Program and Policy
• CM 23 - Drug-Free Workplace and Workforce Policy
• CM 36 - Guidelines for Responsible Use of Alcohol
• CM 37- LSUHSC-NO Campus Fitness for Duty
• CM 38 - Substance Abuse Policy
• PM 33 - Drug Free Workplace and Drug Testing Policy

Employee and Student Responsibilities

• You should not use, possess, sell, manufacture, or distribute illegal drugs while at work, on call, on duty, at school, or engaged in LSUHSC-NO campus business on or off LSUHSC-NO premises.
• You should not be under the influence of alcohol while at work, on call, on duty, at school, or engaged in LSUHSC-NO campus business on or off LSUHSC-NO premises.
• You should not use, possess, sell, or distribute prescription drugs in violation of the way the medication is prescribed while at work, on call, on duty, at school, or engaged in LSUHSC-NO campus business on or off LSUHSC-NO premises.
• Comply with all local, state and federal drug laws and regulatory requirements.
• Abide by and comply with all of the LSUHSC-NO substance abuse policy requirements.
• Notify LSUHSC-NO Human Resource Management within five (5) calendar days, if convicted of a criminal drug violation in the workplace or school environment.
• Report to work/school in a fit and safe condition.
• Recognize the signs and symptoms of substance abuse and report suspicious behavior to the appropriate personnel.
• Be aware of the self-referral procedures.
• Cooperate with any and all investigations.

Benefits of a Drug-Free Workplace

• Higher quality employee/student applicants
• Safer workplace/campus
• Improved community image
• Better overall job performance
• Improved employee/student morale
• Reduced liability
• Reduced medical and insurance costs

Alcohol and Drug Abuse

LSUHSC-NO recognizes alcohol and drug abuse and dependency is a national social and health problem with devastating consequences, and is concerned about the adverse effects of substance abuse on employee job performance, student academic performance, health, safety, and campus security.

Substance Abuse Impacts the Workplace

Department of Labor reports more than 70% of illegal drug users are employed. That means an estimated 9.4 million workers are illegal drug users.

According to results of a National Institute on Drug Abuse (NIDA) sponsored survey, drug using employees are 2.2 times more likely to request early dismissal or time off, 2.5 times more likely to have absences of eight days or more, 3 times more likely to be late for work, 3.6 times more likely to be involved in a workplace accident, and 5 times more likely to file a Workers’ Compensation claim.

According to the National Institute of Health (NIH), the annual cost of alcoholism and drug addiction to U.S. businesses is approximately $120 billion, which is more than the productivity loss due to heart disease, diabetes and stroke combined.

Drug users also had far higher job turnover rates with 12.3 percent reporting they had worked for three or more employers in the past year, compared with 5.1 percent of non-abusing workers.

Substance Abuse Has Medical Consequences

• Heart Disease
• Stroke
• Ulcers
• Cirrhosis of the liver
• Fetal alcohol syndrome
• Certain types of cancers
• Kidney damage
• Death
• Infertility
• Disruption of normal heart rhythm
• Small lesions of the heart
• High blood pressure
• Leaks of blood vessels in the brain
• Permanent memory loss
• Immune system impairment
• Impotency

Substance Abuse

• Crosses all demographic, geographic, and labor management lines.
• Negatively impacts safety, productivity, and quality of work.
• “After effects” impact job performance.
• Leads to absenteeism, illness, and reduced productivity.
• Leads to behavioral health and social problems that are perhaps the most common manifestations of alcohol and substance abuse and can lead faculty, staff, residents and students to be markedly impaired in their work performance.
• Causes preoccupation with obtaining and using substances while at work, interfering with attention and concentration.
• Causes psychological or stress related effects due to substance abuse by a family member, friend, or co-worker that impacts another person’s job performance.
• Causes health and safety risks.

Know the Signs & Symptoms

Emotional Symptoms

• Aggression
• Burnout
• Anxiety
• Depression
• Paranoia
• Denial

Behavioral Symptoms

• Slow reaction time
• Impaired coordination
• Slow or slurred speech
• Irritability
• Excessive talking/laughter
• Inability to make decisions

Physical Symptoms

• Weight Loss
• Sweating
• Chills
• Smell of Alcohol
• Bloodshot eyes
• Body Tremors
• Dilated pupils
• Droopy eyes

What Should Be Reported

• Observable behavior, emotional or physical symptoms.
• A pattern of abnormal or erratic behavior.
• Arrest or conviction of a drug-related offense.
• Being identified as the subject of a criminal investigation regarding drugs.
• Reliable information from independent sources.
• Evidence of drug tampering or misappropriation.
• Post accident when accompanied by individualized suspicion that the individual may be under the influence of alcohol or drug.

Who Should You Report To?

All faculty, staff, residents, students, or other LSUHSC-NO workers who observe an individual who is believed to be impaired or is displaying behavior deemed unsafe at work/school are required to report the observation(s) to their supervisor/instructor for appropriate action.

When Does LSUHSC-NO Drug Test?

• When reasonable suspicion exists
• Following an accident that:
• Leads to reasonable suspicion
• Results in a fatality
• Results in the release of a hazardous waste or material
• Loss of or damage to LSUHSC-NO equipment or property
  
• Randomly as part of a rehabilitation monitoring program
• Pre-employment for both employees/appointees
• Randomly for all employees in a safety/security sensitive position
• Prior to promotion/reassignment to a safety/security sensitive position

Target Substances

• Marijuana
• Opiates (Narcotics)
• Cocaine
• Amphetamines
• Phencyclidines (PCP)
• Barbiturates
• Benzodiazepines
• Reasonable suspicion and monitoring testing can target other specific drugs of concern or choice

Prescription and Over-the-Counter Drugs

• Controlled or Illegal Drug - includes narcotics, hallucinogens, depressants, stimulants, look-alike drugs, or other substances which can affect or hamper the senses, emotions, reflexes, judgment, or other physical or mental activities. Included are controlled medications or substances not prescribed for current personal treatment by a licensed health practitioner in a medical setting to address a specific physical, emotional, or mental condition.
• Legally Prescribed Medication - includes drugs prescribed by a licensed practitioner and over-the-counter drugs, which have been legally obtained and are being used in the appropriate amount solely by the individual and for the purpose for which the medication was prescribed or manufactured.
• An individual must report their medical status to his supervisor and obtain a Medical Release Fitness for Employment/Enrollment Form if: Prescribed medication(s) that could be expected to impair ability to perform their work/school duties in a safe manner.
• NEVER operate heavy machinery or vehicles when taking prescribed or over-the-counter medication with a warning on the label that drowsiness may result.
• NOT feeling drowsy does NOT mean one is unimpaired!!!
• Sedation effects from drugs can last from 20 minutes to 4 hours or more (depending on the drug and the individual’s sensitivity and metabolism).

Confidentiality

All drug testing will be kept confidential pursuant to LA R.S. 49:1012.

However, the information may be released to an individual’s immediate supervisor, Human Resources, the appropriate Administrative Body or their designee, the administrator(s) of organizations that provide personnel to LSUHSC-NO, the individual’s professional impaired committee (if applicable), and appropriate agencies (when required).

Consequences of a Positive Test Result

• Current Employees - LSUHSC-NO may, but is NOT required to allow an employee to undergo rehabilitation without termination. However,refusal to submit to an alcohol or drug test or tampering with the testing process will result in disciplinary action up to and including suspension/termination.
  

• Prospective Employees/Appointees - Shall be cause for elimination from consideration for employment or appointment/enrollment.

Campus Assistance Programs

Provide “outside” professional assistance to employees and students who may benefit from assistance regarding:

• Substance abuse
• Family problems
• Emotional problems
• Financial problems
• Other problems affecting job performance

Self-Referral Procedures

• LSUHSC-NO encourages faculty, staff, residents and students to seek treatment.
• An individual may obtain assistance on their own or may obtain assistance through the LSUHSC – NO Campus Assistance Program (CAP).
• Self-referral is when the individual seeks help on their own without urging by Administration and prior to being confronted about performance or behavior issues.

Alcohol and Drug Abuse Assistance

• LSUHSC-NO recognizes that alcoholism and drug abuse are illnesses or diseases that can be treated.
• LSUHSC-NO’s Campus Assistance Program (CAP) is a free, confidential counseling service provided to help its employees, residents and students resolve any alcohol or substance abuse problem they may have. Counseling services include a free assessment, short-term counseling (1-3 sessions), and referral when needed.

Violations Can Result in Penalties

University Sanctions - types of disciplinary actions imposed for a violation of the Standards of Conduct include, but are not limited to:

• Referral to CAP as a condition of continued employment or enrollment in the University
• Suspension
• Demotion
• Reduction in pay
• Termination
• Expulsion from academic program
• Referral for prosecution by civil authorities in accordance with local, state and federal law

Louisiana Penalties and Sanctions:

• Louisiana Penalties and Sanctions Alcohol/DWI
• Louisiana Penalties and Sanctions Schedule I
• Louisiana Penalties and Sanctions Schedule II
• Louisiana Penalties and Sanctions Schedule III – V

Federal Penalties and Sanctions:

• Federal Penalties for Possession of a Controlled Substance.
• Federal Trafficking Penalties for Schedules I, II, III, IV, and V (except Marijuana)
• Federal Trafficking Penalties for Marijuana, Hashish and Hashish Oil, Schedule I Substances

Additional Resources

Listed here are resources available to employees, student, residents and faculty that can either provide substance abuse treatment or can assist individuals in finding treatment for their substance use problem.

Any Questions? We Are Here to Help!

Campus Assistance Program

Clinical Education Building
1542 Tulane Avenue
Office 866
New Orleans, LA 70112
Phone: (504) 568-8888
Website: http://www.lsuhsc.edu/orgs/campushealth/
Email: cap@lsuhsc.edu

Office of Compliance Programs

RCB
433 Bolivar St.
Suite 807
New Orleans, LA 70112
Phone: (504) 568-5135
Email: nocompliance@lsuhsc.edu