Transcript: Drug Free Workplace Problems Questions Supervisor Training Supervisor Responsibilities Overview Notice This presentation and the Policy it describes are intended as a statement of Florida Tile policy and practices only. Nothing in this presentation should be construed as a modification to each employee’s at-will employment status, as a guarantee of continuing employment, or as anything other than a policy statement. Overview of Drug-Free Workplace Policy The Drug-Free Workplace Policy accomplishes two major things: Sends a clear message that use of alcohol and drugs in the workplace is prohibited Encourages employees who have problems with alcohol and other drugs to voluntarily seek help The Drug-Free Policy Exists To Protect the health and safety of all employees, customers and the public Safeguard employer assets from theft and destruction Protect trade secrets Maintain product quality, company integrity, and reputation Supervisor Responsibilities It is your responsibility, as a supervisor, to: Maintain a safe, secure, and productive environment for employees Evaluate and discuss performance with employees Treat all employees fairly Act in a manner that does not demean or label people Supervisors Responsibilities It is NOT your responsibility, as a supervisor, to: Diagnose drug and alcohol problems Have all the answers Provide counseling or therapy Be a police officer Legally Sensitive Areas Safeguard employee’s confidentiality Ensure the policy is clearly communicated Establish procedures to thoroughly investigate alleged violations Provide due process and ample opportunity for response to allegations If testing is included, ensure quality control and confirmation of positive tests Avoid rumors about drug abuse Supervisor Traps Sympathy Excuses Apology Diversions Innocence Anger Pity Tears Dos for Supervisors DO emphasize that you only are concerned with work performance or conduct DO have documentation or performance in front of you when you talk with the employee DO remember that many problems get worse without assistance DO emphasize that conversations with an EAP, if applicable, are confidential DO explain that an EAP, if applicable, is voluntary and exists to help the employee DO call HR if there are indicators that an employee in under the influence while working Don'ts for Supervisors DON’T try to diagnose the problem DON’T moralize. Limit comments to job performance and conduct issues only DON’T be misled by sympathy-evoking tactics DON’T cover up. If you protect people, it enables them to stay the same DON’T make threats that you do not intend to carry out Problems Identifying Performance Problems Distinguishing between a crisis situation and a performance problem Crisis situations are less common than performance problems and can consist of: Dangerous behavior Threatening behavior Obvious impairment Possession of alcohol and other drugs Illegal activity Recognizing Problems Addiction: The irresistible compulsion to use alcohol and other drugs despite adverse consequences. It is characterized by repeated failures to control use, increased tolerance, and increased disruption in the family. Ongoing Problems Ongoing performance problems that do not respond to normal supervisory actions may be signs of addiction and other personal problems and may require more intervention. Examples of common performance problems that may be indicators of underlying addiction include: Poor attendance - tardiness, unexplained absences, long lunches Co-worker or customer complaints Mistakes and missed deadlines Intervention and Referral Steps to take when you have identified a performance problem: Document the performance problem Handle this with Human Resources Use constructive confrontation Refer for assistance from our EAP Random Drug Screening Florida Tile does monthly random drug screening: We may require that you or your employees report for drug screening if pulled on the random list. This will have to be completed within 24 hours. Employees that have a positive test or tamper with a test can be subject to disciplinary action up to and including termination. Constructive Confrontation Tell employee you are concerned about his/her performance State problem Refer to documentation of specific events Avoid over-generalizations Ask for explanation Avoid getting involved in discussions of personal problems Try to get employee to acknowledge what you see as the problem State what must be done to correct problem Set time frame for performance improvement Specify consequences if problem continues Continued Supervision After constructive confrontation, the employee will need: Continuing feedback about behavior and performance Encouragement to follow through with continuing care and support groups Accurate performance appraisals and fair treatment Time to adjust to doing things differently Respect for his or her privacy Open lines of communication Corrective action if old behaviors reappear Protecting Confidentiality An EAP
Transcript: Alba Angulo 1 BACH A Pureza de Maria Bilbao Differences between PowerPoint, PREZI and impress COST ¿HOW MUCH DO I HAVE TO PAY FOR IT? Powerpoint: pricing starts at $126.89 as a one-time payment, per user. There is not a free version of PowerPoint. PowerPoint does offer a free trial. Prezi: It is free, but you can also get the Prezi Enjoy license, which costs $59 per year with 500 MB of storage. For $159, Prezi Pro offers 2000 MB with the option to work offline. Impress: It is free. EASY OR DIFFICULT ¿Is it easy to use it? Powerpoint: More difficult, with different tools, designs and multimedia. It has a large and wide set of designs with transitions. Prezi: Much easier to use than Powerpoint, with different templates and aesy and useful guides. Impress: It has a comprehensive range of easy-to-use drawing and diagramming tools to add style and sophistication to your presentation. wifi ¿do i need wifi or internet connection to use it? Powerpoint: You should be able to regularly open and use Office 2013/2016 applications like Word, PowerPoint, and Excel without internet connection. However, when you save, you will only be given the option to save locally Prezi: It is mainly online but it has several offline solutions for people who would like to access their presentations without an Internet connection. Prezi for Windows/Mac allows you to download your presentations so that you can present them offline, no matter where you are Impress: It can easily be online and offline, such as Powerpoint. Animation ¿Can i animate pictures, texts or slides? Powerpoint: You can animate the text, pictures, shapes, tables, SmartArt graphics, and other objects in your PowerPoint presentation. Effects can make an object appear, disappear, or move. They can change an object's size or color. There's also a related video about animating text. Prezi: Prezi Classic has an animation feature that allows you to fade content into your prezi. This feature allows each animated element to fade in as you move through the path of your prezi. Impress: The Animation dialog is the most basic way of creating an animation in Impress. It lacks the built-in animation effects of Custom Animation, but it is easier to use for simple animations. Drawing ¿can i draw in this programme? Powerpoint: It includes a basic set of tools for drawing shapes and lines onto a slide. To utilize free-hand pen and drawing tools, click the “Review” tab, then click “Start Inking” Prezi: It has different pens to allow drawing. Impress: It doesn't allow for normal pen annotations, even when selecting "Mouse pointer as pen" in the settings nor during the presentation. templates ¿do i have templates? Powerpoint: Templates can contain layouts, colors, fonts, effects, background styles, and even content. You can create your own custom templates and store them, reuse them, and share them with others. Prezi: You can start from 0 or you can chose from a variety of templates. You can create book covers, magazine covers, posters, flyers, etc. Impress: You can create templates but the programe does not offer them. POWERPOINT WORKPLACE power point workplace prezi workplace prezi workplace impress workplace impress workplace
Transcript: Effective Communication inapporpite vs. innaporpiate behaviors Effective communication is a key interpersonal skill and learning how we can improve our communication has many benefits.communicatin is a two way process so improving communication involves both how we send and receive messages. - Students will be held accountable for their own work and responsible for following directions. In order to create a pleasant atmosphere, at the beginning of the school year the classroom rules will be created by everyone giving input. All the students as well as myself will come to a census on the classroom rules. Students will agree on the rules and that way they will be responsible of following through. Respect and Tolerance Respect and Tolerance for respect and tolerance you are suppose to respect each and other person and for tolerance you dont b n.j. j.glcgk workplace powerpoint
Transcript: Goals Program Rational Evaluation Canals Bottle Stop in Marlton, New Jersey Date: October 20, 2014 Duration: 20 minute information session This program is an educational workshop for employees at Canals Bottle Stop in Marlton, New Jersey. The purpose for the workshop is to educate the employees on the serious health effects smoking has on the smoker and the people around them. As well as provided resources and support to those that want to quit. Objectives Executive Summary Results Increase knowledge on health risks of smoking Provide resources and support to employees who are trying to quit Eliminate second hand smoke exposure Although 70% felt motivated to quit, no one scored higher than a 4 on likeliness to quit Contemplation Stage of TTM Printing: 30 copies at $.10 each Writing Utensils: Free, supplied by work Space and seating: Free, supplied by work Total: $3.00 (Rowan Card) Process Evaluation Results Smoking in the United States Workforce. (2007, November 1). Retrieved December 7, 2014, from http://www.pfizer.com/files/products/Smoking_in_the_US_Workforce.pdf Stay Connected. (2013, June 24). Retrieved December 7, 2014, from http://www.cdc.gov/tobacco/stay_connected/ Tobacco Facts and Figures. (n.d.). Retrieved December 7, 2014, from http://betobaccofree.hhs.gov/about-tobacco/facts-figures/ 135 million adults ages 20 to 64 are currently employed in the United States 23% are smokers Smoking rates vary by occupation and demographic factors Blue-collar workers have higher smoking rates (30%) than while-collar workers (18%) 25% men vs 20% women Survey was handed out 1 month after completion of workshop November 22, 2014 Post Results Budget Image by Tom Mooring 10 participants 4 Females 6 Males Ages 22- 47 Job Title: Cashiers, Stock guys, Managers 100% of the participants said they learned something new 70% said they would use the resources provided to them to quit 70% said they felt motivated to quit 40% SAID YES 60% SAID NO Impact Evaluation Tobacco use is the leading cause of preventable illness and death in the United States. "Smoking is responsible for more than 480,000 deaths per year in the United States, including an estimated 41,000 deaths resulting from secondhand smoke." - Center for Disease Control People exposed to secondhand smoke in the workplace may increase their risk of lung cancer or heart disease by 20-30% (USDHHS) Smoking reduces productivity and therefore smokers have twice the amount of "call-outs" than non-smokers An Educational Workshop For Employees References Needs Assessment 40% Smoke more than often 10% Smoke less than often 50% Smoke about the same Implementation BY: ANNA SASKO Product: Smoke Free Information Session Price: Free Place: Canals Bottle Stop, Marlton, NJ During lunch in the break room Promotion: Facebook, Word of Mouth Smoking in the Workplace 100% Smoke at least once a day 80% have tried to quit 30% started smoking 15 years old or younger 60% between ages 16-21 10% 22 years old or older 10% agreed that smoking should be banned in public places 80% disagreed that fewer places should sell tobacco 40% don't care about breathing other peoples smoke 60% don't know or don't care SECOND WORKSHOP? 100% of participants said they would be more considerate when smoking around others Survey was handed out following completion of the workshop October 20, 2014 Participants Marketing Strategy Over one 20 minute information session, employees will become more aware of the dangerous of second hand smoke Employees will know the positive effects the body will go through once they quit Employees will have access to websites and resources to quit Quit for Life Program Process Evaluation
Transcript: Example of a Jeopardy Template By: Laken Feeser and Rachel Chapman When creating without a template... http://www.edtechnetwork.com/powerpoint.html https://www.thebalance.com/free-family-feud-powerpoint-templates-1358184 Example of a Deal or No Deal Template PowerPoint Game Templates There are free templates for games such as jeopardy, wheel of fortune, and cash cab that can be downloaded online. However, some templates may cost more money depending on the complexity of the game. Classroom Games that Make Test Review and Memorization Fun! (n.d.). Retrieved February 17, 2017, from http://people.uncw.edu/ertzbergerj/msgames.htm Fisher, S. (n.d.). Customize a PowerPoint Game for Your Class with These Free Templates. Retrieved February 17, 2017, from https://www.thebalance.com/free-powerpoint-games-for-teachers-1358169 1. Users will begin with a lot of slides all with the same basic graphic design. 2. The, decide and create a series of questions that are to be asked during the game. 3. By hyper linking certain answers to different slides, the game jumps from slide to slide while playing the game. 4. This kind of setup is normally seen as a simple quiz show game. Example of a Wheel of Fortune Template https://www.teacherspayteachers.com/Product/Wheel-of-Riches-PowerPoint-Template-Plays-Just-Like-Wheel-of-Fortune-383606 Games can be made in order to make a fun and easy way to learn. Popular game templates include: Family Feud Millionaire Jeopardy and other quiz shows. http://www.free-power-point-templates.com/deal-powerpoint-template/ Quick video on template "Millionaire" PowerPoint Games Some games are easier to make compared to others If users are unsure whether or not downloading certain templates is safe, you can actually make your own game by just simply using PowerPoint. add logo here References Example of a Family Feud Template PowerPoint Games are a great way to introduce new concepts and ideas You can create a fun, competitive atmosphere with the use of different templates You can change and rearrange information to correlate with the topic or idea being discussed. Great with students, workers, family, etc. For example: With games like Jeopardy and Family Feud, players can pick practically any answers. The person who is running the game will have to have all of the answers in order to determine if players are correct or not. However, with a game like Who Wants to be a Millionaire, the players only have a choice between answers, A, B, C, or D. Therefore, when the player decides their answer, the person running the game clicks it, and the game will tell them whether they are right or wrong.
Transcript: The implementation of a anti-smoking policy could have significant impacts: 1. Benefits to the company: • Increased productivity • Enhanced opportunity for CSR • Reduced absenteeism • Reduced fire risks and overall healthcare costs • Reduced workcover claims relating to passive smoking Step 2 Establish a policy committee - 63% of TEK Co. staff smoke cigarettes, - 6800 (2000 + 4800) days of sick leave taken last year, - Significant increase in health care costs, - Increase in absenteeism, - Ever increasing complaints by passive smokers for being exposed to smoking, - More job dissatisfaction and increase in quitting the company, - Less productivity and precision and thus 17% of reduced profitability, Steps for developing policy NON-COMPLIANCE STRATEGY Coffee drinking (confounding variable) BENEFITS Incidence of heart disease (dependent variable) - TEK Construction Company (Ltd.) - Staff: 1000 personnel - Gender: 61% male, 39% female - Age range: 21 - 62 years old - Location: Serbia - Smoking rate: 63% of total staff http://www.who.int/mediacentre/factsheets/fs339/en http://www.nejm.org/doi/full/10.1056/NEJMra1308383 http://www.tobaccoatlas.org/industry/tobacco_companies/profits/ http://www.taxpolicycenter.org/taxfacts/displayafact.cfm?Docid=403 http://www.mayoclinic.org/diseases-conditions/high-blood-pressure/expert-answers/blood-pressure/faq-20058543 http://www.asthma.partners.org/newfiles/BoFAChapter30.html http://www.who.int/respiratory/copd/causes/en/ http://www.webmd.com/cholesterol-management/ldl-cholesterol-the-bad-cholesterol http://www.webmd.com/heart-disease/what-is-atherosclerosis http://www.medicinenet.com/script/main/art.asp?articlekey=53012 http://www.sld.cu/galerias/pdf/sitios/vigilancia/asite2_chapter_7.pdf POLICY INTERVENTIONS Step 7 Conduct periodic policy reviews Associated with, but not consequence of Conclusion Number of employees quit smoking • Reporting to personnel office by passive smokers • Asking the individual to extinguish the cigarette immediately • Mandatory participation in training courses and awareness programs • Referral to reliable professionals for undergoing certain therapies • Recommend financial penalty or take disciplinary action March 18, 2014 Setting Major limitations References Workplace Interventions to Promote Smoking Cessation False relationship 2. Benefits to the employees: • Providing a healthy and more comfortable environment leading to more job satisfaction • Promoting health • Reducing sickness and health care costs • Providing more health awareness • Providing smoking cessation assistance CONFOUNDING External Validity Effect modification difference between life and death Step 5 Review and finalize the policy Step 4 Make the policy draft available for review and consultation Interventions work better for women than for men, even though you implemented for both Could be effect modification by gender, age COMPLIANCE STRATEGY Step 3 Draft the policy Step 6 Implement and promote the policy EVALUATION Example: Coffee drinking Number of sick days Presented by: Elias Walder Mohammadreza Nabovati Matej Sebej Nate Paterno Step 1 Introduce the smoke free idea to top management a safe, more productive workplace big advantages for all stakeholders Financial burden for the company Non-compliance with the policy by some employees "Discrimination" towards non-smokers Selection Bias Expected Results 1. Baseline Evaluation 2. Mid-term Evaluations 3. Final Evaluation Associated outcome unrelated to independent variable evaluation Tobacco use (independent variable) - Policy change and imposing a complete ban on smoking at workplace - Providing counseling (individual, group and telephone) - Providing information packages and self- help materials - Facilitating smoking cessation medications i.e. nicotine replacement therapy (NRT) - Offering insurance-premium discount to those who already met no smoking standards - Mandatory attendance in awareness programs by the smokers Why we implement this program? Smoking (active/passive) is an exposure and the outcome is adverse health effects (death, various types of cancer, high blood pressure, other adverse health effects). Drop out: only sick people measured
Transcript: Respect and Tolerance Appropriate 1.working well as part of a team or group 2.a positive attitude toward co-workers, the workplace and the tasks of the job 3.a clean and suitable appearance, taking into account to the job you do 4.respect for others and respect for individual differences 5.being on time for work 6.being polite and helpful on the telephone and to clients in person Work Place PowerPoint Work Ethics Appropriate vs. Inappropriate Behaviors and Attitudes Effective Communication Leadership and Teamwork Inappropriate
Transcript: Possible Symptoms Beth Grisham & Susan Jenkins -High absenteeism/unexplained absences -Frequent tardiness -Personal behavioral changes or unexplained changes in personality or attitude -Sudden mood swings, irritability, or angry outbursts A threat for employers and employees alike. Among other consequences, drug abuse decreases productivity and increases accidents, absenteeism, product defects, medical and insurance costs, and employee theft. Stress on the Body Emotional symptoms of stress could include: • Becoming easily agitated, frustrated, and moody • Feeling overwhelmed, like you are losing control or need to take control • Having difficulty relaxing and quieting your mind • Feeling bad about yourself (low self-esteem), lonely, worthless, and depressed • Avoiding others Benefits of a Drug Free Workplace Possible Symptoms Cognitive symptoms of stress include: • Constant worrying • Racing thoughts • Forgetfulness and disorganization • Inability to focus • Poor judgment • Being pessimistic or seeing only the negative side Behavioral symptoms of stress include: • Changes in appetite - • Procrastinating and avoiding responsibilities • Increased use of alcohol, drugs, or cigarettes • Exhibiting more nervous behaviors, such as nail biting, fidgeting, and pacing Win, Lose or Draw -3 participants on each team -Use a notepad and colored markers -Each team will draw from the cup to determine which phrase they are sketching -Each team will have one minute to determine what is being drawn -When sketching clues, no words, numbers or letters are allowed to be drawn -Symbols, such as an arrow, exclamation point, plus sign and dollar sign, are acceptable -Sketchers cannot speak while they are drawing -An ear can be drawn to convey the words "sounds like" next to a sketch of a word that rhymes Physical symptoms of stress include: • Low energy • Headaches • Upset stomach, including diarrhea, constipation, and nausea • Aches, pains, and tense muscles • Chest pain and rapid heartbeat • Insomnia • Frequent colds and infections • Loss of sexual desire and/or ability • Nervousness and shaking, ringing in the ear, cold or sweaty hands and feet • Dry mouth and difficulty swallowing • Clenched jaw and grinding teeth Possible Symptoms -Inconsistent on-the-job performance -High accident rate/frequent small accidents resulting in minor injuries or broken objects -A sudden lack of concern over personal appearance and hygiene -Paranoia or overreaction to criticism or helpful suggestions -An unwillingness to talk about hobbies, family life, or personal interests in someone who was forthcoming before Commitment to all their employees, including the vast majority who are not and will not become drug abusers Responsibility to protect employees and employees’ rights goes far beyond protecting the rights of those who choose to engage in illicit drug use Employers not only have a right to strive to maintain a workplace free from drug abuse, they have a duty to do so Drug Free Workplace Awareness NMRC Policy • Stress means different things to different people. -What causes stress in one person may be of little concern to another. -Some people are better able to handle stress than others. -Not all stress is bad. -In small doses, stress can help you accomplish tasks and prevent you from getting hurt. -We are not equipped to handle long-term, chronic stress without ill consequences. Employee Rights Risks: Substance-abuse problems pose an enormous risk to public health and safety, and have substantial social and economic costs and consequences. What Is Stress? • Stress is the body's reaction to harmful situations -- whether they’re real or perceived. • When you feel threatened, a chemical reaction occurs in your body that allows you to act in a way to prevent injury. -This reaction is known as "fight-or-flight,” or the stress response. • heart rate increases, • breathing quickens, • muscles tighten, • blood pressure rises. Resources -Greater safety for all employees -Fewer instances of accidents and safety violence -More likely to make logical decisions to follow safety guidelines and to react effectively when accidents occur Stand Alone Policy EMP010: Employees are not under the influence of chemical substances, either legal or illegal, which might impair their performance and to comply with applicable federal and state laws/guidelines as outlined the Mississippi State Employee Handbook and the Department of Mental Health Addendum to such in all employment matters. As a program under the DMH, NMRC is also under the purview of the Mississippi State Personnel Board and their employment policy and procedures. -More positive attitudes and the overall work culture is better -Lower level of absenteeism -Focused, positive coworkers better to work with in teams and provide more support -Less propensity for health issues or need for substance abuse programs -Drug-free employers can also save on worker's compensation insurance Additional NMRC policies
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