DRUG AND ALCOHOL POLICIES
VOLUNTEERS CORNER
EVERY DEPARTMENT has or should have rules and regulations regarding drug abuse and use. These rules are generally very simple and state that members should not use alcohol or any illegal substances while on duty. Unfortunately, the issue is much too complex for this blanket statement.
Every department must establish a specific policy on drugs and alcohol in the workplace. Organizations today, including volunteer fire departments, must clearly understand the issues surrounding use and abuse of mind-altering chemicals, including alcohol, as well as the potential problems. But many departments do not take action until disaster strikes—in the form of a citizen complaint, a vehicle accident, or the wrongful death of a civilian or firelighter. Detection policies and an action plan for cases that require disciplinary action must be established and enforced.
DANGERS OF DRINKING
Although alcohol is a drug, it must be addressed separately since it is legal and the most widely abused. The major difficulty in confronting alcohol as a problem is that it is accepted legally and socially. While society may be changing its opinion (through, for example, the efforts of Mothers Against Drunk Driving and similar groups), drinking is still generally considered to be acceptable.
People are encouraged to drink through the barrage of advertisements that we all are exposed to on a daily basis. Manufacturers even use firefighters in their advertisements (after the fire, it’s “Miller Time”). In the fire service, drinking may be considered “macho” and part of tradition. Many firefighters look forward to a few beers after “the big one.” This is considered by some to be acceptable and even necessary as part of the fire department’s social atmosphere. Yet this tolerance and acceptance makes dealing with alcohol much more difficult.
The use of alcohol is not a black-andwhite, right-or-wrong issue. In career departments, firefighters are not allowed to use alcohol on duty. But in an on-call or volunteer situation, it may not be feasible to tell people that they are not allowed to have any alcoholic beverages prior to responding to an alarm, as response can come at any time.
If they do drink, how much is acceptable? There may be signs of drinkingsuch as alcohol on the breath —that do not necessarily indicate impairment. Completely banning alcohol would eliminate a lot of potential volunteer firefighters. How do you tell volunteers they cannot have a glass of beer or wine with their meal?
At what point is it no longer considered social drinking? Do you judge by the number of drinks someone has? This can be difficult as you’re dealing with many different types of people: A person who weighs 250 pounds has a different capacity than someone who weighs much less. Also, people, as a rule, have different metabolism rates that affect their ability to process alcohol. A standard that can be used is the legal limit of 0.10 percent alcohol content in the blood. But how do you measure this? Should you have a breathalizer at the entrance to the fire station to test volunteers as they enter? This is not practical and probably not legal
For the most part, you have to rely on people’s individual judgement not to respond if they feel they are impaired. You also have to rely on the other firefighters to police themselves.
Even if you set limits and place restrictions on personnel, problems still arise. For example, no dedicated firefighter wants to miss a potential “big one.” Firefighters will convince themselves that the fire can “magically” sober them up in a hurry.
Once they convince themselves they arc fit to respond, they can jump on a fire truck and not come in contact with any individuals until the incident is over or until they make a grave error. Unfortunately, these mistakes can cause major problems. If the incident is of long duration, it may provide sufficient time for the blood alcohol content to be reduced below the legal limit—but then again, it may not.
Tolerance is another problem: Many officers find nothing wrong with “one of the boys having a few beers.” Some officers overlook the situation and don’t take any disciplinary action. This only leaves the door open for future abuse.
To deal with alcohol abuse, the department must rethink its policy. It must also provide training and education on alcohol and its abuse. There is a proliferation of counseling centers in many communities and oftentimes departments can acquire education support at no cost. Sound education can help reduce potential problems.
Once the department establishes policy and educates its members, it must take prompt and effective disciplinary action against those members found responding while intoxicated. Send a message that the consequences of such actions are great and the punishment will be proportionate.
Finally, encourage members to recognize problems, and offer help to individuals. In most fire departments personnel socialize on and off duty. It is during the off-duty times that potential problems are most evident. Address the problem as a concerned friend rather than in the context of official fire department business.
Sooner or later, you will suspect someone in your department of being intoxicated on the job. Do not let such individuals participate. Summon a police officer to test the individual for alcohol content. If the test shows more alcohol than the legal limit, take disciplinary action.
Under no circumstances should an intoxicated individual be permitted to drive home. If transportation is needed, provide it. Also, as part of your policy, test members involved in vehicular accidents.
ILLEGAL SUBSTANCES
A more complex and difficult situation arises from the use of drugs such as cocaine and marijuana. Such substances are illegal and not acceptable in society. They are not permissible on or off duty.
Detecting drugs is more difficult than detecting alcohol for two reasons. First, most people are not educated enough in the signs and symptoms of drug use. Second, those that are educated probably do not have sufficient personal contact to observe behavioral changes. In on-call or volunteer fire departments, the firefighters respond to the incident and can avoid contact with other members. Their actions may not appear as noticeable as they would during the day-to-day contact in a career department.
If you suspect someone of drug use, what actions should you take? Make sure that your policy allows for urine tests for cause. If a firefighter’s behavior is suspect, require an immediate test by a reputable laboratory or medical facility.
Check drug testing issues such as reliability of tests and chain of custody. Realize that this is not a random drug screen but one that is done for causes There are still many questions as to the legality of random drug testing, but tests for cause are acceptable.
If the test comes back positive, have a policy in place to deal with it. You have two options: First, you can immediately dismiss the employee. Or, you can offer the individual help and rehabilitation. Develop your policy before the problem strikes, and solicit legal assistance.
Another issue that many departments overlook is prescription and over-the counter drugs. These can cause impairment, and members should not participate if they are under the influence. If someone is taking a cold medicine that may cause drowsiness, he should limit response. As with alcohol, you must rely on the individual to use proper discretion and not respond. If the firefighter responds to the alarm, detection may be difficult. How do you tell if someone is impaired by drugs or just tired from getting up at 3:00 a.m. to answer a call?
There have been thousands of books written about alcohol and drug abuse. I certainly cannot address all the problems, but I can urge you to preplan so you have a policy in place before a problem arises. Departments should do the following:
- Administer a drug screening in all pre-employment physicals. This eliminates unacceptable candidates before they become your problem.
- Educate your personnel to discour-’ age abuse and to improve detection and awareness.
- Provide assistance on a social basis. Your best chance to avoid a problem may be off duty.
- Make it know n to department members that you will offer assistance if they voluntarily admit to a problem and are willing to seek treatment. Many insurance plans cover such treatment.
- Change your policy if you currently allow beer in the station.
- Do not encourage any drinking and do not tolerate those who respond while impaired.
