Sprinkler Fitter
Drug-Free Alliance
ScreenSafe, Inc.
Program Administrators
www.ers-eap.com
(800) 292-2780
1
Our National Substance
Abuse Problem
 The Social Costs of illicit drug abuse add up
to $110 billion each year
 U.S. drug users spend substantially more
than $63.2 billion annually to purchase drugs
 There are more than 1 million drug arrests
each year -- half of all arrestees test positive
for illicit drug use
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Drug Use and Alcohol Abuse:
Consequences
 1.4 million
arrests for
driving while
intoxicated
 4 in 10 fatal
motor vehicle
accidents
involve alcohol
3
Drug Use and Alcohol Abuse:
Consequences
 Among employed adults, the highest
rates of current drug use and heavy
drinking are reported by;
 White, non-Hispanic males
18-25 years old
4
Drug Use and Alcohol Abuse:
Prevalence
According to the
2009 Household
survey, 66.6 %
of those who
used illegal
drugs in the
past month are
employed.
5
Illicit Drug Use
by Industry
 By occupation, the highest rates of
current drug use and heavy drinking
were reported by those employed as
 Food preparation workers, waiters,
waitresses and bartenders (19%)
 Construction workers (14%)
 Service occupations (13%)
 Transportation/material moving workers
(10%).
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6
Postal Service Study
•
Results of an extensive U.S. Postal Service
study indicate that employees who tested
positive on their pre-employment drug test;

77% more likely to be discharged within the
first three years of employment

absent from work 66% more often than those
who tested negative.
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7
Postal Service Study
• Had the U.S. Postal Service
screened out all drug-positive
postal service applicants during
the time of the study, the authors
estimated this would have saved
approximately $52 million within
two years.
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8
The National Fire Sprinkler
Association, Inc. and Sprinkler
Fitters Local 281 have formed a
partnership to address the problems
caused by drug and alcohol abuse
9
Goals and Objectives

Recognition of the problem;

Development of a comprehensive policy;

Educate Participants;

Promote the Employee/Members
Assistance Program (EAP/MAP);

Implement a fair and respectful drug
testing program that conforms to Federal
drug testing standards.
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10
Key Policy Issues
 Contractor
participation and
commitment is critical.
 Participant education.
 Supervisory training.
 Drug testing.
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11
Policy Requirements and
Prohibitions
The use of alcohol or drugs by
employees on the job site or on company
property (including company vehicles) is
absolutely prohibited.
 Participants are required to submit to
drug and/or alcohol testing in accordance
with this policy.

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12
Policy Requirements and
Prohibitions
No participant will be tested for alcohol
unless a reasonable suspicion exists that
the person is under the influence of
alcohol, or they are involved in an OSHA
recordable on the job accident.
 Participants subject to this policy continue
to have access to the usual protections
provided as part of their union
membership.

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13
Policy Requirements and
Prohibitions
All members of the Alliance shall be
considered part of the testing pool and will
be tested over a 2 year period.
 Participants will be selected randomly from
the 50% pool.
 Participants who complete the testing
process will not be returned to the 50% pool.
 At the same time there will be an ongoing
10% pool.

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14
Testing Procedures
Names picked from the random pool.
 ScreenSafe contacts the Union or
Contractors to find out where the union
member is working.
 Designated (Company or Union)
Representative called and informed to
expect a fax regarding participants being
tested.

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15
Testing Procedures
ScreenSafe makes calls to Designated
Representative in the AM.
 Forms sent to Designated Representative:
 Testing Procedures for the Sprinkler Fitter
Industry Drug Free Alliance
 List of Collection Sites

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16
Testing Procedures
 By
the end of the business day, the
Designated Representative
informs participant that his/her
name has been selected.

Participants are given until end of next
business day to take test.
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17
At the Collection Site
 The Alliance Drug Test Information and
Instruction Sheet
 Authorization for Consent to Drug Analysis
and Authorization of Release of Results for
testing
 Release of Information Signed for MRO, EAP
and ScreenSafe
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18
At The Collection Site
Participant Signs Consent Forms
 Collection Site Technician faxes Consent
and Release Form Back to ScreenSafe

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19
Testing Procedures
If the test is negative, no further action is
taken.
 If the test is positive, the Medical Review
Officer (MRO) calls participant to validate
reason for positive.
 If no valid reason found, participant is in
violation of policy.

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20
Testing Procedures
Testing will also be done when there is
“reasonable suspicion”.
 Accelerated testing (follow-up) takes
place once a participant has been noncompliant. It is based on MAP evaluation.

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21
Testing Procedures Safeguards
Integrity of specimens insured by
utilization of one collection procedure at
all sites
 All labs have DHHS certification
 All positives confirmed by GC/MS
 MRO reviews all drug test positives

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22
Testing Procedures –
Safeguards
Urine samples separated into two
containers at time of collection
 Other forms of testing for
participants with confirmed medical
conditions
 Blind testing

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23
Testing Occasions Portability
These provisions will apply to those
individuals working under the portability
rules.
 All traveling craftpersons will be subject
to:

 Initial testing
 Random testing – 10% pool
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Testing Occasions travelers
Craftperson will be allowed to report to
work immediately after providing proof of
taking required urine test.
 A positive test for any prohibited
substance results in immediate
termination.
 Craftperson who tests positive must wait
30 days to test again in order to work in
the jurisdiction.

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25
Policy Violations

Policy Violations can include;
Having a positive test result.
Failing to take a test as scheduled
Failure to call the MRO
Failing to keep a scheduled appointment
with EAP/MAP
Failing to participate in and/or complete
the assigned treatment or education
program
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Policy Violations

Policy Violations can include (continued);
Substituting another substance or
specimen
Providing a dilute specimen for a second
time without a valid medical explanation
Providing a urine specimen which shows
the presence of an adulterant
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Consequences

Upon a first non-compliance;
 Participant will be referred to the EAP/MAP for
evaluation
 Participant must complete recommended treatment
or education program
 An apprentice or participant in training shall be
referred to the training coordinator and action could
include referral to EAP/MAP, disciplinary action or
cancellation from the training program

The participant will be placed in an
accelerated testing program.
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28
Consequences

Upon a second non-compliance;
 Participant will be referred to the EAP/MAP for
evaluation
 Participant must complete recommended treatment or
education program
 Participant may be returned to work prior to program
completion
 An apprentice or participant in training will be canceled
form the apprenticeship or training program

The participant will be placed in an accelerated
testing program.
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(800) 292-2780
29
Consequences

Upon a third non-compliance;
 Participant will be referred to the EAP/MAP for
evaluation
 Participant must complete recommended treatment
or education program
 Participant may be returned to work prior to
program completion
The participant will be placed in an
accelerated testing program.
 The participant will be required to sign a "Last
Chance Agreement" between him/herself and
the Alliance.

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30
Consequences

Upon a fourth non-compliance;
 Participant will be referred to the EAP/MAP
for evaluation
 Participant must complete recommended
treatment or education program
 Participant will not be returned to work prior
to program completion
 Participant shall be terminated from
employer
The participant will be placed in an
accelerated testing program.
 The participant will be required to sign a
"Last Chance Agreement" between
him/herself and the Alliance.

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31
Testing ProceduresReasonable suspicion/for cause
 A supervisor calls Screensafe for paperwork and
procedure.
 A supervisor must confront you.
 A supervisor must drive you to the test site.
 A supervisor must find a way home for you.
 The designated representative is notified of result.
 If a participant is negative any lost wages are
reimbursed.
 If the participant is positive you are considered
non-compliant.
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(800) 292-2780
32
Implementation of Program
Decide upon a “Helping Program EAP”
 Register all contractors
 Identify “Designated Representatives” at
all the contractor sites.
 Enroll all contractor employees in program.
 Participant education
 Supervisory training
 Initiate testing

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33
CONCLUSION
Our approach is always fairness and
objectivity for the employee and for the
employer.
 Our intention is always to help.
 Our goal is always to assist in providing
a safe and drug-free workplace.

34
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Employee Resource Systems
www.ers-eap.com
(800) 292-2780
Member Assistance Program
History - Member Assistance Programs
(MAP)
 Who is Covered
 1-6 Session MAP
 Confidential
 Free

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36
Who is covered?
www.ers-eap.com

Member

Spouse or Life Partner

Children

Older Adult Parents
(800) 292-2780
37
Why call the MAP?
Relationship issues
Stress
Substance Abuse
Elder Care
Psychological Concerns
Legal Issues
Financial Issues
Child Care
…and other problems we all experience!
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38
Who will know I called?
The MAP is a confidential service:
Any information you share with the MAP
counselor is strictly confidential
 No one will know you called . . .
 EXCEPTIONS

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39
What does the MAP cost me?
The following services are free:
 Calling a counselor 24/7 at 800-292-2780
 In-person sessions with a MAP counselor
 24 hour Work-Life Access with “Instant Message”
 Exceptions
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40
What languages does ERS speak?
My mother doesn’t speak English,
how will you help her?
 Some members may not speak
English or they have family
members who do not speak
English.
 A language interpretation service
with 174 different languages are
available to provide confidential
interpretation services.
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41
What to expect when you call
Assessment of your
situation
 Supportive counseling,
information & resources
 Follow-up

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42
What to Expect When You Call
For Example:
•
•
•
•
What prompted your call today?
When was your last physical exam?
What medications do you take?
Is there a family history of serious medical
conditions?
• How often do you drink alcohol, and how
much?
• Is there a family history of mental health or
substance abuse issues?
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43
Credentials & Locations
Staff credentials
 Affiliate network

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44
Work-Life
Consultation


Access to Work-Life experts
for advice and referral
- by web-based IM
- by Assisted Search
Available in English and
Spanish
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45
Work-Life
Referrals




Confirmed matches to your
needs - each provider is called
to confirm availability
Detailed information on
services and fees
Delivered, on average, within
12 business hours - 6 business
hours for emergency requests
Delivered by email, fax, mail your choice
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46
What resources are available?
A wealth of resources
available at your request:
• Provider Profiles
• Tip Sheets
• Check Lists
• Handbooks
• Spanish Language
Materials
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47
What is the on-line service?
The on-line services:
• Self-search locators for:
child & elder care; public &
private schools; adoption;
volunteer opportunities
• Wellness assessments
• Streaming audio & video
• Self-assessments &
personal plans
• Interactive on-line training
courses
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48
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49
On-Line Savings Center
Save time and money with great discounts
online, catalogs, and select in-store
shopping





Access at www.ers-eap.com
Use the company code “Advantage” to register
A wide array of discounts from leading retailers
Save on movie and event tickets
Savings up to 25 percent off regular price!
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50
Childcare
Consultation & Referrals for:
Child Care Centers
Family Day Care Centers
Back-Up Care
Sick-Child Care
Nannies
 Lactation Support
 Summer Camps
 Adoption
 Public & Private Schools
 Tutors





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51
Eldercare
Consultation and Referrals for:










Assisted Living Facilities
Nursing Homes
Adult Day Care Programs
Care Giver Support
Retirement Communities
Meals-On-Wheel Programs
Home Safety
Elder Driving
Geriatric Case Managers
Hospice
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52
Education
Consultation & Referrals for:
Pre-schools
 Public & Private Schools K-12
 Tutors
 Colleges & Universities
 Technical Schools
 Continuing Education
 Adult Education Classes

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53
Health and Wellness
Consultation & Referrals for:
Fitness Centers
Aerobics Classes
Fitness Instructors
Fitness Equipment
 Nutritionists
 Personal Health Coaches
 Smoking Cessation Support
 Weight Loss Programs
 Complimentary Medicine




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54
Daily Living
Consultation & Referrals for:









Pet Sitters
Apartment Rentals
Relocation Support
Caterers
Consumer Information
Travel Information
Wedding Planners
Home Helpers
Plumbers
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55
The Member Assistance Program
Any Questions?
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56
The Member Assistance Program:
A Management Tool
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How Do Members Contact the MAP?
Self/Voluntary Referral
Informal Company
Referral
 Management
Consultation
 Job Performance
Referral (JPR)


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58
Self/Voluntary Referral
An outlet for
personal
difficulties
 Confidential help

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59
Informal Company Referral
Member confides in his/her manager or coworker about a difficult situation and requests
help
 Suggest the member contact the MAP
 There may not have been a decrease in job
performance
 Confidentiality

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60
Management Consultation

Manager (with the assistance
of Human Resources)
contacts the MAP to discuss
concerns about the decline
in an member’s job
performance.
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61
Management Consultation
 The MAP will:
○ Make recommendations for
intervening in the situation
○ Help the manager devise a
plan for addressing his/her
concerns
○ Help set a time frame for the
manager to resolve the
situation
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Co-worker/Colleague Consultation


MAP will determine whether referral is appropriate
MAP will make recommendations and discuss
referral of co-worker/colleague
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63
Job Performance Referral

Member’s job behavior or
performance has changed

Assess and clarify

Document

Discuss with Human Resources

Contact the MAP and discuss
work performance with a
counselor
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64
Job Performance Referral

Decision to refer to the MAP
 Call MAP first and get counselor’s name
Meet with member
○ Discuss the job behavior or performance
concerns
○ Refer to the MAP
 Voluntary program
 Contact and cooperation
 Provide MAP counselor’s name
 Supervisor continues to monitor work performance

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65
A helping hand when you need it most
CALL:
(800) 292-2780
WEB:
www.ers-eap.com
Username: local281
Password: member
Brought to you by:
Employee Resource
Systems, Inc.
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Questions
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