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Substance Abuse in the Workplace Training Sample Pages! PowerPoints, Flash, DVD, Self-play CD Note! Everything you see in this program is customizable! We can change anything you wish--add material, change a word, phrase, photo--even rebuild the entire program, or take the program you use now and turn it into one of six different media formats!  Only at WorkExcel.com! Learn more here.

Sample Page from Instructor's Guide: Substance Abuse in the Workplace Training for live/standup presentations.

Learn about substance abuse in the workplace training formats (click here)

►Complete frame-by-frame instructor's manual keeps you on target in this presentation with enough material to train for hours (and educate your staff too!). You decide on how long or short you want to go. We want you to have flexiblity--it's here. Our fact sheets are included at no additional cost, and with the web course, the fact sheets are imbedded! They include (Reg. $17) V001, V002, V005, V011, and V014 along with a reproducible Certificate of Completion.

►But wait! Get the Web course for substance abuse in the workplace, and before we send it--e-mail us up to three of your own fact sheets (like your A&D policy, EAP brochure, etc.) as PDFs. We will insert them in the web course for $30 each. Buttons will allow your employees to view them on the fly!

►Choose the Format you need. The manual and fact sheets accompany format B. Other formats don't require the manual, but choose this option to supplement your training needs and more flexibility to the scope of your training capabilities if you like.

►Overview of Contents

• Introduction to concepts • personal problems and symptoms • addictive disease and related definitions • common myths • major drug categories and types • all about alcohol • more about alcoholism • understanding tolerance

• Also Includes: cross-tolerance and cross-addiction • loss of control--what it really means • understanding denial • drug photos, categories,symptoms, etc.• avoiding enabling coworkers • world’s most enabling statement ("he's a functional alcoholic!") • how treatment works • how to help others

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Content of this employee alcohol and drug awareness education course.

►Accepting apologies and assurances for the temporary nature of
    problems.

►Failing to confront problems caused by absenteeism and tardiness.

►Doing the job of coworker.  Feeling sorry for coworker. Caring and
    understanding “too much.”

►Failing to confront drinking practices for fear of losing a friend. 

►Considering coworker a “functional alcoholic” who doesn’t affect you
    (yet.)

►Protecting a coworker from management.

►Promising to confront coworker if problems gets worse, and then
    adapting to “worse”, and not confronting coworker.

►“Working around” the personality or drinking pattern of the alcoholic in
    order to have a functional relationship (i.e., anticipating mood swings,
    irritability in work interactions.)

►Loaning large amounts of money.

Due to inaccurate in  formation and mistaken beliefs about alcoholism or addictive disease, people who are close to the addict (alcoholic) "enable."  This behavior pattern occurs in personal relationships with addicts, both at home and at work.  There are usually persons in relationships with addicts who are considered primary enablers.

Enabling at work is behavior exhibited by coworkers or supervisors that helps the addict not realize or face the consequences of his/or her problem behavior resulting directly or indirectly from the alcohol or drug use.  Enabling typically appears as the "right" thing to do in response to the problem behavior but helps the alcoholic or addict escape responsibility for actions or problematic events.  The ability of the addict to deny, rationalize, externalize, and minimize problems while having others accept excuses and explanations helps the addict get sicker.

Enabling may be so well accomplished that the alcoholic or addict may appear as a person with no problems.  In the earliest stages of addictive disease, this person could be perceived as the most competent, well-liked, and socially accepted worker in the organization. As addictive disease grows worse, problems follow --- and enabling increases.  The alcoholic's past history of job success without problems may span decades. This keeps managers unsuspecting of an alcohol or drug problem. They easily believe some other problem explains job performance issues. These  problems are often symptoms of the primary addiction. Supervisors or coworkers are easily led or manipulated to excuse, help, make-up-for, or in other ways support and protect the addicted worker.  These enabling patterns can occur in the face of late-stage addiction, such as alcohol on the breath, erratic and disturbing mood swings, and obvious

Eventually the enabling behavior becomes so automatic and institutionalized in the company, that only a crisis will break the pattern.  Often this crisis is one that causes extreme embarrassment, financial loss, or other cost to the organization.  Unfortunately, the response to such crises is often termination or transfer at great expense to the organization. The loss of a potentially valuable employee is the real tragedy.  Sometimes medical retirements are arranged for workers who have become too ill to function.  When this happens, the life span of such employees is often shortened, due to uncontrolled drinking supported by a fixed income.  An ensuing decrease in the alcoholic’s urgency for treatment and an increase in medical and social dysfunction accompany this financial independence.