Unfortunately, alcohol and drug abuse is a major problem in our society. Although the affects of alcohol and drug abuse is initially felt in the home environment, it eventually finds its way into the work place. Dealing with the issue has become even more complicated by the fact that many professionals will tell you that the abuse is often a way of “self medicating” an underlying mental disorder such as bi-polar, ADHD, etc. – such conditions that may be covered under the ADA. And, most employers know that even good employees find themselves dealing with abuse. What are the employer’s legal obligations? What are the employer’s moral obligations?
How can you tell that an employee is possibly abusing alcohol or drugs? Maybe the employee is just not feeling well? Maybe the employee is a diabetic and is not regulating his/her insulin correctly. You know you’re not a medical expert but you also know that something is very, very wrong. Luckily, you have a checklist where you can mark of “suspicious” behavior that will allow you to test the employee under your company’s drug testing policy.
In this power packed session, Susan Fahey Desmond will provide you with a check list and few elements that you need to include in your drug testing policy.
Who Should Attend?
Risk managers, human resource professionals, supervisors, workers compensation professionals
Susan Fahey Desmond
Susan Fahey Desmond is a partner with Jackson Lewis, LLP, which has offices in over 54 cities across the United States. She has been representing management in all aspects of labor in employment law since 1985. She is listed in Best Lawyers in America and has been named by Chamber USA as one of America’s Leading Busi... More info