Substance abuse

Scope

No business, regardless of size or location, is immune to the countless problems that alcohol and drug abuse can cause. Most individuals who abuse alcohol and other drugs are employed, and when they arrive for work, they don’t leave their problems outside the door. The good news, however, is that experience demonstrates that employers have enormous potential to protect their businesses from the negative impact of substance abuse by educating employees and encouraging individuals with substance abuse problems to seek help.

Regulatory citations

• None

Key definitions

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Summary of requirements

Symptoms. The following performance and behavior problems are common to many employed individuals who abuse alcohol and/or other drugs. It is important to note that if an employee displays these symptoms, it does not necessarily mean the individual has a substance abuse problem.

Performance-related symptoms can include the following:

• Inconsistent work quality,
• Poor concentration,
• Lowered productivity,
• Increased absenteeism,
• Unexplained disappearances from the workplace,
• Carelessness,
• Mistakes,
• Errors in judgment,
• Needless risk taking,
• Disregard for safety, and
• Extended lunch periods and early departures.

Behavior-related symptoms often include the following:

• Frequent financial problems,
• Avoidance of friends and colleagues,
• Blaming others for own problems and shortcomings,
• Complaints about problems at home,
• Deterioration in personal appearance, and
• Complaints and excuses of vaguely-defined illnesses.

Intervention. When an employee’s performance deteriorates for whatever reason, the supervisor has an obligation to intervene. The supervisor does not need to be an expert on alcohol and drug abuse to do so, because the intervention should be focused on the employee’s performance problem.

The following three principles of intervention may be followed by supervisors who need to confront a staff member about a performance problem that may be related to substance abuse.

• Maintain control
  • Stick to the facts as they affect work performance.
  • Do not rely on memory; have all supporting documents and records available.
  • Do not discuss alcohol or drug use.
• Be clear and firm
  • Explain company policy concerning performance.
  • Explain company drug-free workplace policy.
  • Explain consequences if performance expectations are not met.
• Be supportive, but avoid emotional involvement
  • Offer help in resolving performance problems.
  • Identify resources for help in addressing personal problems.

Employee performance. If substance abuse is contributing to an employee’s poor performance, ignoring or avoiding the issue will not help the situation. An employee’s use of alcohol or drugs may be the root of the performance problem; however, substance abuse on the part of someone close to the employee also could be the source. Regardless, abuse of alcohol or other drugs inevitably leads to costly and potentially dangerous consequences in the workplace unless action is taken to confront the issue.

The role of the supervisor. It is important to note that diagnosis of an alcohol or other drug problem is not the job of a supervisor. However, remaining alert to changes in employee performance and working to improve employee productivity is a core component of every supervisor’s job. Because substance abuse seriously affects an employee’s ability to fulfill work responsibilities, supervisors play a key role in keeping a workplace alcohol and drug free.

To carry out this responsibility, a supervisor must clearly understand a company’s drug-free workplace policy and have the ability to identify performance problems that may be the result of alcohol and drug abuse. Furthermore, a supervisor should be capable of making appropriate referrals to employees in need of assistance for alcohol- or drug-related problems.

How do employees benefit from an alcohol- and drug-free workplace?

Substance-free workplaces. Working for a company that is alcohol and drug free has advantages. Employers who maintain alcohol- and drug-free workplaces do more than just protect their business assets — they contribute to the improved safety, health, and well-being of their workforce. Employees benefit from knowing that a drug-free workplace program applies not only to them, but to all the coworkers and managers on whom their safety and security depends.

Take a moment to consider the positive impact a drug-free environment has on the following:

• Safety. Employees in drug-free environments have greater confidence that their workplaces are safe…Think about the construction contractor whose personal safety depends on fellow workers being alert and focused at all times.
• Health. Employees in drug-free environments take comfort in knowing that their workplace is healthy…Consider the restaurant server whose own health won’t be compromised from working a double shift to cover for a colleague who regularly calls in sick due to a hangover.
• Productivity. Employees in drug-free environments are reassured that their workplaces are productive…Think about the high-tech worker who won’t miss an important deadline from covering for a colleague whose output lags due to drug abuse.
• Morale. Employees in drug-free workplaces are pleased to be part of a team that gets the job done and enjoy the benefits of higher morale…Picture the nurse who arrives for work each day with the knowledge that the level of patient care won’t suffer due to a coworker’s abuse of alcohol or other drugs.
• Security. Employees in drug-free workplaces appreciate that their employer’s policies make them more secure…Consider the retail store sales associate who doesn’t worry that the shared cash register will be short at the end of the day because a coworker steals to support a drug habit.
• Well-being. Employees in drug-free workplaces feel an enhanced sense of well-being…Think about the accountant who worked hard to achieve recovery and finds that a supportive work environment plays an important role in continued sobriety and success.

How do employers benefit from an alcohol- and drug-free workplace? As an employer, the benefits of an alcohol- and drug-free workplace are considerable in both financially measurable and non-measurable terms. Companies should see an increase in the following:

• Staff morale,
• Employee motivation,
• Employee creativity,
• Customer satisfaction,
• Customer retention,
• Positive public image,
• Savings through incentive programs offered by insurance carriers, and
• Savings through fewer accidents and property damage.

Organizations usually notice a decrease in the following:

• Accidents,
• Errors,
• Incidents requiring disciplinary action,
• Absenteeism,
• Tardiness,
• Employee theft and fraud,
• Legal expenses,
• Insurance claims,
• Staff turnover,
• Chances of hiring substance abusers, and
• Workers’ compensation costs.