The Factor of Performing Your Goals Right Away

There is a certain mentality used by some investment advisors and real estate brokers which conforms to the idea that it is better to jump into an investment decision and learn as you go, rather than holding back from fear and not doing anything about it at all or for a really long time. There is another mentality used by the investment community that research and well thought out informative decision will not only give you enough material with which to make your decision, but it will also help you decide exactly where and how you would like to invest your money.

So which is the best approach? After all, things like habits cannot be decided upon too carefully, considering how easily habits can make or break someone throughout their life and their financial decisions.

The solution lies in the purposeful decision. One either wishes to invest in real estate, or one doesn’t. One either wishes to earn money through online investment, or one does not. Either way, these decisions make up a solid foundation upon which the potential investor will perform their careful research and then invest, or they will never make the decision to do it, passively or actively. In other words, at any point in time, the individual has already made their decision and they are already sticking with it. It is just a matter of time before they make that decision known to everyone else, and truthfully, it leaves them with a certain amount of security in themselves. When someone makes and sticks by a decision they have personally made, then they are creating and sustaining security within their own bodies and within their minds. It is a wonderful feeling, which does not receive enough credit from those who are losing their footing or who have already lost their footing.

CMM Technology devotes our decision making to making high quality drug and alcohol testing equipment for your workplace drug testing needs. For more information on employee drug and alcohol screening, call us today: (+61) 1300 79 70 30.

http://www.stevepavlina.com/blog/2005/06/self-discipline/

http://www.studygs.net/discipline.htm

 

Mining contractor HWE cleared to continue urine drug screening

Employee drug testing is mandatory at mining sites but debate continues over oral and urine drug tests. Legal parameters are being defined as employers and unions seek arbitration over screening tests. A recent ruling has backed a mining contractor over its use of urine tests.

A recent decision by Fair Work Australia has found mining contractor HWE is entitled to take urine samples for drug testing despite union opposition.

The ruling was handed down on November 30, 2011, after protests by the Construction, Forestry, Mining and Energy Union that HWE should use saliva drug tests for its onsite drug testing.

Unions have traditionally favoured oral tests, claiming the method is less intrusive and better protects workers’ privacy. In the case before Fair Work the CFMEU argued that the psychoactive compound in cannabis – THC – showed up on urine drug test even days after use, when it was not likely to cause impairment. It argued that HWE had agreed to use saliva drug test upon an Australian Standard being reached.

Fair Work found that while this standard (AS4760) had been put in place (since 2006) there was still “compelling rational reasons for regarding saliva testing as less effective than urine testing”.

“In a practical sense the dispute is ultimately about an intrusion into employees’ privacy and whether employees who consume cannabis privately while on an extended break from work should be exposed to a risk of a positive urine screening test when there is no prospect that they remain impaired when they return to work,” Fair Work said in its ruling.

It found HWE was “eminently reasonable” in its decision not to change to oral drug testing.

“Impairment by drugs or alcohol is an important safety issue at coal mines,” Fair Work said.

“The nature of the mining process and the plant and equipment used in mining is such that employees who are impaired by drugs or alcohol present a substantial safety risk to themselves and others that must be controlled.

“There are very onerous statutory occupational health and safety obligations imposed on employers in New South Wales… The use of on-site screening rather than laboratory screening is well justified by HWE’s concern that the delay between the taking of a sample and obtaining the results of a laboratory test may lead to employees who are actually impaired working on dangerous equipment when that would not occur if an effective on-site screening test had been used.”

Leading Australian alcohol and drug test equipment suppliers CMM Technology said rulings such as the Fair Work decision demonstrated the challenges facing employers, particularly in high-risk sectors such as mining.

Director Murray Simon said the choice between oral and urine drug test was difficult as both had advantages and limitations.

He said the cost of drug testing as well as company requirements and policies were considerations. “Every workplace will have different needs but safety always has to be the priority,” he said.

Alcohol Test: Pregnant Employees

Mothers-to-be on your staff are always wonderful additions to your workplace. New hope, new growth, and the ever present excitement in the air are great to be around and enjoy, even if it is not you. Many companies offer benefits, time off, or various types of health coverage for new mums and this is to ensure the health of the mother, as well as that of the child. Speaking strictly in business terms, if both mother and child are happy and healthy, then less time is taken off of work and the more productive the working mother is. Fortunately, most women have a vested interested in making sure that their offspring and their own bodies are in good working condition at all times. In fact, studies of teen pregnancies indicate that teen mothers often quit their drinking or drug addiction when they find out that they are pregnant. Obviously, the maternal instinct is quite strong.

Unfortunately, employee drug testing has found that not all mothers-to-be care quite this much or possess this all-encompassing mother instinct. Even the most innocent of smiles can hide an apathetic view of the situation. This does not necessarily mean that these women (or girls) are monsters. Depending upon their home life, their high school life, or their circle of friends, having a baby may seem like more of a hobby or something to do to pass the time rather than the great responsibility that it is. Even after parenthood, some women simply do not feel the bond with their child that others do, and may seem to care less. Workplace drug test can prove whether this is just a lack of connection or if the mother has returned to a previous abusive habit.

Abuse comes in many forms and sometimes it comes in the form of neglect. Living creatures need nutrition, but they also need nurturing and to be trained up in the way that they should grow. This applies to all life forms. Employee drug testing is in the best interest of the company On-Site Drug Testing, but it also protects individual employees.

Resolving Dissention about Drug Testing

It will come as no surprise to you that some of your employees feel that employee drug testing is both barbaric and in violation of their privacy. We are sure that they have used even more colorful phrases to describe this process, but you get the idea. Dissention can cause a lot of problems, including causing otherwise contented employees to feel that their job is unfair and unreasonable and to complain openly about this, causing even further dissention. This is not something which you can necessarily control or “crack down on,” but it is something which you can resolve, much as you would resolve conflict in an employee dispute.

The first step in resolving dissention is to give your employees more room to breathe and allow them to voice their opinions openly and in a safe, secure setting. Much like bottling poison, the more you try to wall it in, the more concentrated it can become. Instead, dilute and diminish the energy by giving your employees more space, instead of less. Not only will they feel less out of control, but they will be able to get a lot off their minds which may have been festering during their career with you. This is not just a matter of “clearing the air,” but of helping them feel more in control of their surroundings, and therefore heard and valued and more content with their jobs.

The second step in resolving dissention about drug testing is to be open and honest and clear about the physical steps involved, as well as the financial and relational reasons why they are being implemented. In fact, it has been proven many times that employees who understand why and how they are being tested are more likely to actually support Recalibration Service, rather than find fault with it. It is a matter of knowledge leading to understanding. Tell your employees to ask you any questions which they may have about the process or the underlying reasons, and then be sure to follow through with coherent and detailed explanations of what is going on and why you are doing it that way.

Drug Testing: Managing Alcoholism in the Workplace

As with nearly every supervisor, at some point in your career you will come up against alcohol-related work issues. At first, you may not know these problems stem from alcohol abuse. In other cases, you will be aware of the problem if the employee has admitted to it or if alcohol use is readily detectable (e.g., you are able to smell it on their breath).

Although as a supervisor you are not responsible for treating the employee’s alcohol problem, there are several signs that can alert you to possible alcohol use. When you witness several of these behaviors over a period of time, a referral to the company’s Employee Assistance Program (EAP) may well be appropriate:

Signs of Possible Alcohol Problems

Evidence of excessive alcohol use may be reflected in such attendance-related issues as frequent unexplained absences or tardiness; by careless and shoddy work product, consistently missing deadlines insubordination, inability to get along with co-workers, or signs of financial difficulties, such as asking co-workers to lend money or  receiving calls from creditors; frequent mood swings with periods of euphoria followed by a period of subdued behavior; smell of alcohol on the employee’s breath and frequent use of breath fresheners.

Any one of these signs taken alone or even a few together does not necessarily mean that an employee is an alcoholic. However, when his or her performance becomes negatively impacted over time, a referral to an EAP counselor for an assessment may well be appropriate. The goal of this referral is not punitive but to assist the employee to obtain needed assistance before they reach the point of no return (i.e. job loss).

Employee Assistance Programs

Employee assistance programs provide assessment as well as short-term counseling to employees with alcohol and other drug-related problems, mental health and emotional issues, financial problems and marital/family difficulties. However, they are not long-term therapy programs and if it is deemed by the EAP counselor that the employee needs more intensive counseling, s/he will initiate a referral to a residential or outpatient treatment facility.

Although all discussions with EAP counselors are confidential, the employee may sign a waiver so that the counselor may share his or her assessment of the employee with supervisors, as well as any recommendations for further treatment.

Addressing problems directly

While it is a good idea to refer employees you suspect of alcohol abuse to an EAP counselor, supervisors also need to confront the employee directly. Before meeting with the employee, it is a good idea to first confer with the EAP counselor to discuss all problematic areas. The EAP counselor can provide strategic advice regarding how best to approach the employee.

During the meeting with the employee keep things specific in talking about problems with the employee’s performance or conduct and provide examples. Explain the negative consequences that will ensue if things don’t improve, up to and including termination.

The hardest part of interacting with the addictive personality is getting past the denial stage. Even when faced with consequence, the thinking patterns of alcohol addicted persons are so ingrained that they can’t even see that they have a problem. A frequent refrain heard during the denial stage is “I can stop anytime I want to.” In effect, the person with an alcohol problem will rationalise every drink they take.

Intervention Techniques

An intervention typically consists of scheduling a session with the employee in which several important people in their life attend, such as spouse, family, friends, co-workers and supervisor.

The session is facilitated by a professional, such as an EAP counselor. During the session each person in attendance relates to the entire group how the employee’s drinking behavior has directly (and negatively) impacted their lives. Intervention has proven to be an effective technique in combating denial as the employee cannot so easily dismiss the assertions of so many people s/he cares about.

Conclusion

Recognise that employees with an alcohol problem have a disease that requires compassion. However, sometimes being an effective supervisor requires a good dose of “tough love.” What this means is that although you want to be kind and offer help in the form of EAP assistance, the employee also needs to recognise that s/he is ultimately responsible for their treatment, rehabilitation, and improved work performance and conduct.

Working with an employee with an alcohol problem presents many challenges for both supervisors and staff. In the end, work needs to get done so that the performance standards of the entire team may be met. This is where regular drug and alcohol testing for all staff become important.  CMM Technology offers some of the best drug and drug  testing equipment on the market today such as lion Alcoblow breathalyser tests and Oraline drug tests. We have experts available 25/7 to answer your questions and order testing equipment. We invite you to contact us today to learn more about keeping a drug-free workplace and helping those with an alcohol problem get needed help.

Chain Of Custody : Loneliness and Alcoholism

Loneliness is the primary reason why many previously normal people resort to full-blown alcoholism. Loneliness can be the result of a combination of low self esteem, low motivation, and incomplete or poorly developed social skills. This is why it is easy for a child of an alcoholic to grow up and be an alcoholic themselves. They only know how to interact with other drunks, and they are not comfortable developing social skills which step outside of these daily habits. Your employees should have minimum competency in self esteem, motivation and social skill, or they may be a liability to your workplace. While you can observe them carefully day in and day out, the easy way to make sure that they are fulfilling their work duties is to implement employee drug testing.

Drug abuse breeds paranoia and loss of memory

When you are drug testing your staff members, be sure to keep your eyes open for any unnatural behavior. Often, employees develop symptoms of paranoia and memory loss gradually over time, so it can be difficult to discern whether or not they are behaving normally or are being affected by drugs or alcohol. Depression is another symptom of withdrawal. Workplace drug testing  helps to prevent this while you are out of the office when you may not be able to keep an eye on things.

Alcoholism breeds desperation for company, love and understanding

No matter how tough or invincible we might feel when under the influence of alcohol, we feel very isolated and alone after the effect has worn off. As your employees abuse alcohol more and more outside of work, you will find that their behavior changes and that the extroverts are lonely and in need of friendship, and that the introverts withdraw even further into their own misery. While understanding and compassion are in order, it is even more important to act within the best interests of your business and of everyone whose livelihood depends upon the success of your business. That’s a lot of livelihoods.

Alcoholism can stem from initial loneliness, but it is the choice of the individual to remain drugged, and to remain alone. Onsite drug testing protects your business from these unwise choices. Contact CMM Technology today.

Stress, Alcohol and Drugs in the Workplace Don’t Mix

Stress and substance use in the workplace have a lot in common. In fact, the relationship is so closely entwined, it’s recommended that employers include a support system for stress management as a module in the alcohol testing program. The connection between stress and the decision to use alcohol and drugs is under frequent medical study, but clearly both:

• Harm the body
• Impact mental functioning
• Lead to long term health problems
• Shorten a person’s lifespan
• Destroy the quality of life
• Impact work performance and safety

However, the relationship between stress and substance abuse goes deeper than just have similar characteristics. Many researchers believe that stress is the trigger for people who decide to use alcohol and drug use in the workplace. In other words, stress and substance abuse can be viewed two ways: 1) as co-morbidities in which two non-related medical conditions exist simultaneously, or 2) as dependent medical conditions in which one causes the other. It can be a two-way street also, in which stress leads to alcohol and drug abuse, and alcohol and drug abuse increases mental and physical stress.

Stress in All Workplaces

Stress and substance abuse may have a close relationship, but it’s a damaging one in most cases. Throughout 2010 and 2011the Australian news has been filled with a story of an Australian special forces soldier who was found unconscious in his room after overdosing on opiates. In an interesting twist, the commando private who is called “Private D” has been given a gallantry commendation for saving a fellow soldier’s life in 2009 during a battle with the Taliban. This is a stunning case of where a national hero could also be criminally convicted in a civilian court and serves as a glaring example of how illicit drug use can impact lives.

It is also speculated that this is a case of a hero who may have turned to illicit drugs to cope with the stress of war. When he saving his fellow soldier, it was with a concussion and burst eardrums due to the explosion of an anti-tank mine. After he was found unconscious, he was temporarily duty restricted but has now returned to full duty.  This situation led to every special forces soldier located in Afghanistan being drug test. Illicit drugs are used by soldiers to block out unwanted feelings or memories triggered by the horrors of war.

It would be easy to write off this story as a bad example of stress and drug use because combat situations are subject to unusually high stress levels. Stress doesn’t just impact soldiers though. In 2004/2005, the National Health and Safety Commission reported that over $133.9 million in benefits was paid to Australian workers due to stress related claims.It shouldn’t be any surprise that there is increasing use of alcohol and illicit drugs in all workplaces, with an estimated 1 out of every 20 Australian workers using alcohol or psychoactive drugs in the workplace or right before reporting to work. Stress, Alcohol or Drugs?

There’s plenty of discussion on what creates stress in the workplace. Things like job boredom, heavy workload, co-worker relationship problems, deadlines, discrimination, dangerous work, and job insecurity all contribute to work related stress. These external stressors of workers conditions can be compounded by internal stressors that are physically or psychologically based. A person having problems at home is already experiencing internal stress and work conditions may only add more stress.

Stress creates tangible physical and mental reactions. These reactions include:

• Faster heart rate
• Rapid breathing
• Constricted arteries
• Over-production of cytokines
• Under production of certain chemicals in the brain affecting mood like serotonin and dopamine
• Overproduction of neurotransmitter chemicals like cortisol and catecholamines
• Shut down of digestive activity

There are other conditions that produce similar symptoms like anxiety and post traumatic stress syndrome (PTSD) which may very well be what the Australian soldier was trying to overcome with opiates. People under stress look for ways to relieve the uncomfortable feelings, and at that point alcohol and drugs often enter the picture.

Using alcohol and drugs is a poor decision made by thousands of workers, and the decision can enhance and worsen stress symptoms. Though you can have stress and then decide to use psychoactive substances, or use psychoactive substances which produce stress, the end results are the same. Stress and substance abuse work together to damage the body physically and mentally, and that damage can lead to significant safety issues in the workplace.

Keeping mind the effects of stress, consider the typical reactions of alcohol or drug use:

• Rapid or irregular heart beat
• Rapid breathing
• Constricted blood vessels (certain drugs like cocaine)
• Vasodilation (due to alcohol)
• Higher blood pressure (drugs)
• Lower blood pressure (alcohol)
• Interference in production of chemicals like dopamine
• Interference with brain region controlling memory and coordination
• Nausea
• Paranoid psychosis

Two –Pronged Approach

In other words, using alcohol or drugs to relieve stress will increase the severity of stress symptoms. Employers can promote a drug free workplace by implementing two policies at the same time. First, random alcohol testing and drug testing In Western Australia is needed to detect substance use. Second, the employer must recognise workplace stress and institute steps to minimise its presence.

Landmark Fair Work decision supports drug and alcohol testing

The role of drug and alcohol testing has been strengthened by a landmark Fair Work Australia decision. A dispute over proposed testing of workers subcontracted to a major highway construction projectcast scrutiny over the rights of employers to conduct workplace drug tests.

Fair Work Australia has found that drug and alcohol testing in Australian workplaces is legal, even if it has not been spelled out in employment contracts.

The Full Bench of FWA found against a union-led case to prevent workplace drug test at a civil construction project.

The decision was handed down on October 7, 2011 and strengthens the legal rights of an employer to insist on employee drug testing as part of OHS and duty-of-care requirements.

The case

Wagstaff Piling Pty Ltd; Thiess Ptd Ltd v Construction, Forestry, Mining and Energy Union 2011 FWAFB 2892.

Major Australian construction, mining and services company Thiess required its employees and subcontractors to submit to random drug and alcohol tests under its comprehensive Fitness for Work policy.

When Thiess engaged engineering firm Wagstaff Piling as a subcontractor, it told its workers they would be required to undergo screening tests.

In May 2011 the Construction, Forestry, Mining and Energy Union (CFMEU) told Thiess management that Wagstaff Piling employees were not expressly covered by the policy and would not submit to any on-site drug testing.

The dispute went before the Victorian Building Industry Panel, with 13 subcontractors arguing the drug and alcohol testing was in breach of relevant enterprise agreements. The main argument was there was no express reference made to drug and alcohol testing.

The Panel recommended alcohol and drug testing on the construction project cease. The case was then brought before Fair Work Australia which also found that drug and alcohol testing should not legally continue.

The appeal

An appeal was made to FWA on the grounds that workplace drug tests were required to meet OHS and welfare requirements. Wagstaff Piling argued that while drug and alcohol testing was not expressly permitted under the Victorian Building Industry Alcohol and Other Drugs Policy, neither was it prohibited.

The Full Bench found in favour of Wagstaff on the grounds that the lack of clear inclusion in industry policy and enterprise agreements did not lead to “a conclusion that… such testing is not permissible”.

Powerful precedent

The Full Bench decision sets a significant precedent, clearly acknowledging that mandatory drug and alcohol testing is a lawful and reasonable requirement even when not expressly contained in enterprise agreements.

Stricter OHS laws are arguably the impetus behind increased employee drug testing, with the benefits outweighing the cost of drug testing.

Sickness and Drug Abuse Prevention

When you are sick, any type of pain or discomfort relief is welcome. Drugs, often legal pharmaceuticals, can have such a pleasant and desirous effect upon your system that you wish to continue those pleasant feelings after the sickness is over. This longing is the beginning of a light dependency upon pharmaceuticals, which is a mild form of drug abuse. Of course, if you give in to these feelings and spend a lot of your time indulging in unnecessary but legal pharmaceuticals, this is definitely a very real type of drug abuse and should be treated immediately, perhaps including treatment in a rehabilitation facility. Alcohol testing in the workplace and in the home becomes necessary in these types of situations, where the individual is not choosing to exercise self control and is potentially putting their coworkers, clients or family members in physical danger. In fact, workplace drug testing, especially random drug testing is an excellent way to help your employees to not give into their weaknesses. These weaknesses are just temporary and when they pass, they are as if the individual was never tempted at all. It is up to you and up to them, however, to make sure that these urges really are just temporary.

When you have an employee who is sick, they are already potentially putting their coworkers in danger of becoming sick and we all know how this can spread through the air, through light physical contact, and through other forms of exposure. Employee Drug Testing is part of your workplace safety protocol, but it is always best to send employees home who can potentially cause more sickness in others. It is also a good idea to watch out for them returning to work too soon after they have recovered. Not only are their bodies weak from the illness and they are more likely to slow down the productivity of others due to this, but their immune system may not have yet completed the set of required antibodies which would also spread through physical contact and help others to stay healthy. By waiting an extra day or two before you allow them to return to work, you are helping them to stay strong and helping keep your other employees out of harm’s way, which is the responsible thing to do.

Evolving Your Career

While we tend to pay a great deal of attention to how drug and alcohol testing can improve your company or your department as a whole, sometimes it becomes advisable to discuss how drug testing can improve your own individual professional career. Your professional career must grow and evolve over time, and that requires flexibility, openness to change, and maturity. All three of these characteristics can be specifically developed and workplace drug testing can aid in the development of all of these.

Flexibility

Patience, foresight and resilience are all building blocks of internal flexibility. A business owner or manager must be patient enough to recognise talent when they see it and know how to put it to work for them in the most efficient manner possible. Foresight is the ability for them to see problems and solutions before they occur, identify how to implement solutions, and the guts to carry it off, even if they are criticised for this at first. Resilience is the ability to bounce back and continue progress after adversity or even catastrophe has occurred. Drug & alcohol testing helps develop all three of these qualities by invoking the desire to reap long-term gain rather than short-term gratification, recognize that some problems should be prevented rather than dealt with later on, and testing also provides a safety net so that you are better able to bounce back legally and financially after a large incident.

Openness to Change

Every great leader must learn how to accept change, embrace change, and eventually they must learn how to manipulate change in their favour. Sometimes, control is desired so much that it is easier to think of managing a business, a system, or a group of people if it is static than if it is constantly changing. When a leader recognises that change is inevitable, they are then able to meet it, rather than challenging it. Some of the largest business failures which have occurred in history happened because someone challenged change and kept challenging it until they ran themselves into the ground. Workplace drug test helps individuals to think about where they are going, rather than where they have been in the past.

Maturity

Maturity is the ability to stay strong and act, rather than react, when unexpected situations arise. Negative situations must be met with full strength of confidence, and positive situations must be exploited in favour of the company and the business owner. Drug test helps keep everyone in a calm, rational state of mind so that they are better able to handle any unexpected circumstance.

Contact CMM Technology today to learn more about how drug and alcohol testing can be utilized in your business to help both your company and your own career.