Handling Addictions in the Workplace - Webinar by TrainHR March 5, 2013

Overview : Addictions have no boundaries - it impacts both the rich and the poor. It impacts both your entry level employees all the way to the top echelon. Savvy employers know they should have policies in place that cover drug use and under what circumstances you will test for drugs. And, then what do you do if the drug test comes back positive? What do you do if the employee "volunteers" the information that he or she has a problem? Are there good reasons to assist the employee to get sober before terminating his/her employment. Do you even have a legal obligation to assist under laws such as the Family and Medical Leave Act or the Americans with Disabilities Act? What are the benefits of last chance agreements and how do you use them effectively?

Why should you attend: Despite the United States' fight against drugs in America, they are as prevalent as ever. And, they are not the drugs that might come to mind immediately (heroin, cocaine, meth, etc.) Individuals are being particularly creative of making their own drugs from things can be easy to buy - cold medicine, for example. And, it is without a doubt costly for employers when an employee's drug use crosses into the workplace. No employer is immune - be prepared before you have to confront drug use in your workplace. Don't be fooled - it happens in almost every workplace - large and small.

Areas Covered in the Session:
Understanding addictions.
The cost of drug or alcohol use in the workplace.
What a good drug testing policy should include.
When can you conduct random drug tests?
When do you have enough "suspicion" that an employee may be under the influence?
Can you discipline for misconduct that is caused by addictions?
When does the Family and Medical Leave Act come into play?
What does the Americans with Disabilities Act require?
What is meant by the term "current use of illegal drugs?
When can a leave of absence be a reasonable accommodation under the ADA?
How do courts view last chance agreements?
What should be in last chance agreements?

Who Will Benefit:
Human Resource Managers
Human Resource Supervisors
Benefits Personnel
On-Site Medical Personnel
Company Owners