Barriers to Change

Barriers to Change
In our society, there two things that are big barriers for an addict wanting to make a positive change.

1. The first barrier is our refusal to believe that the problem may actually be addiction. There is a hesitancy to see addiction at the root of certain problems in society and in the workplace. We don’t connect the dots or see the pattern where it exists, and we are always ready to believe it may be something else. Addiction seems like a situation that is too complicated for people to deal with. Education is the key to breaking down this barrier. If a manager or supervisor knew what they were dealing with and the consequences of not dealing with it, they would be compelled to act. And if they understood what to do, they would feel confident about making the necessary decisions.
2. The other barrier is enabling. We as individuals do it, and we have allowed our institutions to do it as well. We prevent the addict from seeing that they actually have an addiction through various ways. We can build a treatment centre on every city block, but if the addict does not believe that there is a problem and that they need help, they won’t go to them.

Wait for the Addict to Hit Bottom? Heck No!

2015-08-07 12.35.11

Wait for the Addict to Hit Bottom? Heck No!

Managers have told me that they have to wait for an addicted employee to hit bottom before anything can be done. While it is true that the addict must reach a bottom or place where they do not want to go again, it is not true that you have to wait. You can act now by making boundaries, drawing your own line in the sand, and by having a procedure or process in place to handle the outcome. Whether the addict changes or not, you must change in order to deal with the problem. You eventually find out through the process whether there is a problem and whether the employee will deal with it or not. The beauty of the process is that what you have to do to make the workplace safe is the thing that the addict may need to hit a bottom or a crisis.

Substance dependent individuals recover in different ways. Some stop immediately and never to return to usage. These are the ones that hit a firm bottom, decide they want to change and act on that desire.

On the other hand, I’ve also witnessed a common pattern: a person hits a bottom, but they forget about what caused it, no action is taken and eventually drug use returns. They will either stop before it gets too bad or be lost again. Occasionally I read about individuals I’ve dealt with through their company policy who have died violently or in some other manner related to their addiction. You might as well know what you are dealing with. It is not pretty.

Do you want to go down the tubes with the addicted employee, or give them a firm chance to get and stay clean? If an employee is having addiction affect their work, deal with it now instead of waiting until they get into serious trouble and possibly hurt others in the workplace.

There is No Magic to Sober Someone Up but ….

There is No Magic to Sober Someone Up

but

The Magic is in the Process

I don’t have any power over anyone and I can’t sober people up and keep them that way. That is way beyond my capabilities. There can be some magic created when an employee has to face a well- run process that causes them to have to look at themselves. There is the magic. That is my experience and that is what I have seen. We don’t wait for people to “come around” and take on that risk and liability. We act with a process that has boundaries and that makes people accountable for their own actions.

Steve Chandler, a business author, has a book where he discusses the choice between people pleasing others or serving them. Serving them gives them reality and employees acting out sometimes are very unhappy to get a dose of that. People pleasing is what the suffering employee wants because they don’t really want to change. They tell you they want to change and promise this is the last time but they don’t. Baby them, tell them it is all right this time, bend the rules and risk an unsafe workplace and they will be happy with you but that is people pleasing and it could bite you in a bad place down the road. Serving can be unpopular but it is the right and safe thing to do. The employee won’t like it but they may thank you for saving their life when they do straighten up.  Do you serve or people please?

 

Nova Scotia Doctor Charged With Trafficking Oxys, this is very bad

http://thechronicleherald.ca/novascotia/1344413-n.s.-doctor-charged-with-trafficking-oxy-pills

Prescription pill bottle containing oxycodone and acetaminophen are shown in this June 20, 2012 photo. (CP)

Prescription pill bottle containing oxycodone and acetaminophen are shown in this June 20, 2012 photo. (CP)

A Nova Scotia doctor has been charged with drug trafficking after police accused her of prescribing 50,000 potent opioid pills to a hospital patient who never received them.

Bridgewater police said Wednesday that 35-year-old Sarah Dawn Jones wrote prescriptions for oxycodone and oxyneo pills of a variety of dosages over a one-year period.

Police Chief John Collyer said it’s alleged the physician prescribed the powerful painkillers for a patient at the local hospital, but picked up the prescriptions herself at a Bridgewater pharmacy.

He said he’s concerned that a doctor is at the centre of the case, in a province that’s seen a series of deaths of young people tied to illegally circulating prescription drugs. According to the Canadian Journal of Addiction Medicine, there were 295 deaths tied to prescription drugs in Nova Scotia between 2007 and 2010.

“The trafficking of prescription narcotics is a problem throughout Nova Scotia. We’ve had a number of high profile deaths over the years, so we take it very seriously,” Collyer said in a telephone interview.

Jones is also accused of possession of narcotics for the purpose of trafficking, theft, breach of trust, drawing a document without authority and fraud.

This isn’t the first time a health care professional in Nova Scotia has been accused of malpractice in relation to prescription drugs. Dr. Trevor Locke, a family doctor based in Truro, was reprimanded in November for loosely prescribing opiates and failing to meet standards.

In September, Amanda Reid pleaded guilty to selling hydromorphone and fentanyl after stealing the drugs from the hospital where she worked.

Dr. Gus Grant, registrar and CEO of the College of Physicians & Surgeons of Nova Scotia, said medicine as an industry needs to accept a degree of responsibility for the “extraordinarily damaging social reality” of prescription drug abuse in Nova Scotia, and continue working to find solutions.

“Medicine has an important ownership to claim part of this problem,” he said in an interview. “I think finding a solution begins with a broader and clearer awareness of the extent of this problem within the medical profession and society as a whole.”

Grant said the college works closely with physicians to ensure opioid painkillers are always prescribed appropriately. The college also conducts peer reviews, as well as investigating and initiating complaints.

“We point physicians in the direction of resources and learning tools that will allow them to continue prescribing appropriately,” he said.

“We are primarily a watchdog, but I like to think we’re a guide dog as well.”

Grant also said the Nova Scotia prescription monitoring program, which he runs, is a great resource for physicians, regulators and lawmakers.

The provincially-funded program tracks specific prescription data for monitored drugs all over the province.

“Everything in medicine begins with data,” he said.

“The prescription monitoring program is an important tool for physicians to provide good care, and get feedback about the use of medications by their patients. It also allows regulators to track prescription data. We can track how much prescribing is being done, by whom, and where.”

Jones worked at the Crossroads Family Practice in the Halifax suburb of Tantallon, but Grant said she’s under an interim suspension and has stopped practising.

He also said Jones’ alleged crimes were reported to the college by a clinical pharmacist.

“The proactive steps taken by the individual who contacted the college should be applauded. That’s what health professionals should do,” he said. “The college and law enforcement have also worked very well together in this regard.”

Jones has been released from custody and is scheduled to appear in provincial court in Bridgewater on May 11.

Drunk Driving, This is a Truly Pathetic Story

Victor Rosa

When are we going to change something here? The old tools do not work anymore.

A Dorchester man has been charged with driving while intoxicated for the ninth time, according to Lincoln police, who said they pulled him over with a child in his vehicle.

Victor Rosa, 61, was stopped on Saturday about 3:30 p.m. on Route 2, according to police.

Rosa was ordered held without bail Monday in Concord District Court, Kennedy said. He has a dangerousness hearing scheduled for Friday. The child was between 8 and 12 years old, police said.

https://www.bostonglobe.com/metro/2017/01/30/dorchester-man-hit-with-drunk-driving-charge-after-arrest-lincoln/lnrLcIkigoY4Bm4R2ac6nM/story.html#comments

Drunk Driving

Last Chance Agreements

Last Chance Agreements

There is another tool for accountability that can be used in certain situations with an employee if you have decided that their next disciplinary action is termination. This tool makes it very clear that certain behaviour will not be tolerated.

Basically, it is a document that is drawn up by the employer where it has been agreed that no more chances will be given to this employee unless certain continued conditions are met. Legal counsel is desirable in this type of agreement to make sure that the document is solid in the eyes of the law. It is then thoroughly explained to the employee what the conditions are for continued employment like passing drug tests or showing up for work on time for example. The effect of the agreement is that it promotes the idea that there is a limit to what the employer will tolerate. The employee hopefully gets the picture that firm boundaries are in place and the next and final action will be termination.

The employee agrees to behave in an acceptable manner going forward and could be terminated without a grievance or a legal dispute if problems arise. That agreement is then signed as a condition for their return to work. This may be a very useful tool as it promotes responsible action by helping the person realize that there are serious consequences to continued poor choices that affect workplace performance.

Unfortunately, with some individuals, even that consequence does not promote enough motivation for a change in behaviour. They slip and get back on some substance and are caught and that is that. Strangely enough, this is when many addicts actually look at themselves after they have lost their job so this scenario can have a positive outcome. I have seen recovering addicts re-apply for their job after a year of clean time and get it because they have straightened out their life so all is not lost.

What do you do if you think there may be hope when the employee slips? You can keep an employee working after they violated a last chance agreement if you feel they deserve another chance. Maybe a re-assessment is in order to see what their motivation for change really is and if there is a solid action plan. You can then let them go or keep them on the payroll as you will have more information to make your choice after the assessment. There may have been a good long period of acceptable behaviour and you may believe that the slip was more of a bump in the road than a permanent decent. Again, last chance agreements are not for all situations but simply another tool worth knowing about in dealing with substance abuse issues. From what I have seen, accountability promotes behaviour change with substance abuse and addiction and this is one way to help and keep the workplace safe.last chance

Alcohol and Drug Testing are not Illegal if done within a policy. Do they have a policy?

The recent arrest of a Sunwing Airlines pilot in Calgary is spurring questions about Canadian laws around alcohol testing for pilots and crew—protocols which appear to be unclear to airlines themselves, Global News has learned.

On Dec. 31, the pilot tested at three times over the legal alcohol limit two hours after he was found unconscious in the cockpit.

READ MORE: Calgary police charge Sunwing Airlines pilot with being drunk before takeoff

Sunwing spokesperson Jacqueline Grossman originally suggested it is “illegal in Canada to do mandatory full or random drug or alcohol testing on employees” in an email to Global News Monday night.

But the federal government says there is no specific provision in the Canada Labour Code addressing alcohol or drug testing in the workplace.

“This is the first such incident that has occurred in our 11-year history as an airline,” Grossman said in an updated statement Tuesday.

“As a federally regulated airline with unionized workers, our initial legal advice has been that we are not in a position to enforce drug or alcohol testing for our workers. That said, it is a complex legal issue which requires further review.”

Watch below: Miroslav Gronych, 37, will appear in court Jan. 5 after police say his blood alcohol was three times the legal limit. Reid Fiest reports.

Miroslav Gronych, a Slovakian national in Canada on a work visa, was escorted from the aircraft after the gate crew and the co-pilot noticed odd behaviour and alerted police. He was charged with having care and control of an aircraft while impaired and having care and control of an aircraft while having a blood alcohol level over .08 (or exceeding 80 mgs of alcohol per 100mL of blood).

Calgary police said he was released on $1,000 bail and had to surrender his passport. He is also suspended from flying any other aircraft in Canada.

Dr. Gregg Bendrick, an aerospace medicine specialist who also works as a senior aviation medical examiner with the Federal Aviation Administration (FAA), said Monday there is a clear drug and alcohol testing program for commercial airline pilots in the U.S., which includes a random testing component. He said anyone identified as impaired would then be evaluated to see if they suffer from alcoholism.

READ MORE: Sunwing Airlines on drunk pilot arrested in Calgary – all foreign pilots trained, approved

He said the reading of “three times the legal limit” reported by Calgary police would mean a reading of about 2.4 mgs of alcohol per 100mL of blood, raising the possibility of an addiction.

Grossman said Gronych had “no previous violations of this nature in his file” and that he’s been suspended pending a Jan. 5 court date.

Grossman originally referred Global News to the Canadian Human Rights Act for details on how a “non-legislated drug or alcohol testing program in a private sector company would be challenged.”

But Employment and Social Development Canada said random testing is legal.

“Random testing of employees in safety-sensitive positions (defined as those in which incapacity due to drug or alcohol impairment could result in direct and significant risk of injury to the employee, others or the environment) has been determined to be permissible in a number of circumstances, as long as employees are notified that alcohol testing is a condition of employment,” spokesperson Amélie Maisonneuve said in an email sent Tuesday to Global News.

“Currently, there is no specific provision in the Canada Labour Code addressing drug and alcohol testing in the workplace.”

She then referred Global News to the Canadian Human Rights Commission on their Policy on Alcohol and Drug Testing, which reads, in part:

If testing is part of a broader program of medical assessment, monitoring and support, employers can test for alcohol in any of the following situations:

  • on a random basis, for employees who hold safety-sensitive positions;
  • for “reasonable cause,” where an employee reports for work in an unfit state and there is evidence of substance abuse;
  • after a significant incident or accident has occurred and there is evidence that an employee’s act or omission may have contributed to the incident or accident; or
  • following treatment for alcohol abuse, or disclosure of a current alcohol dependency or abuse

Transport Canada said it is “currently reviewing the pilot’s records and Sunwing Airlines’ procedures and protocols,” however, said the airline is responsible for any disciplinary action against the pilot. A spokesperson said alcohol testing was outside the realm of Transport Canada’s involvement in the incident.

“Air carriers are responsible for their own human resources policies, including random drug and alcohol testing,” spokesperson Natasha Gauthier said in an email to Global News.

Air Canada and the Air Canada Pilots Association did not respond to Global News requests for comment on their policies.

A WestJet spokesperson said the company has an “alcohol and drug policy that provides for testing in a manner that is consistent with Canadian law.” WestJet declined to comment on the specifics of the policy, including whether pilots are aware of alcohol testing and whether it is random.

With files from Reid Fiest

© 2017 Global News, a division of Corus Entertainment Inc.

Pilot charged with being impaired was 3 times the legal limit, say Calgary police Sunwing Airlines flight to Cancun had more than 100 people on board Saturday morning

Pilot charged with being impaired was 3 times the legal limit, say Calgary police

Sunwing Airlines flight to Cancun had more than 100 people on board Saturday morning

By Drew Anderson, David Bell, CBC News Posted: Dec 31, 2016 12:49 PM MT Last Updated: Dec 31, 2016 8:29 PM MTPilot Drunk on Duty

Well, not much to say about this other than has anything changed? Where was the co pilot? Can the pilot waltz onboard and pass out? Continue reading Pilot charged with being impaired was 3 times the legal limit, say Calgary police Sunwing Airlines flight to Cancun had more than 100 people on board Saturday morning