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 The vast majority of drug users are
employed, and when they arrive for work, they don't leave their
problems at the door. Of the 16.7 million illicit drug users
aged 18 or older in 2003, 12.4 million (74.3%) were employed
either full or part time. Furthermore, research indicates that
between 10 and 20% of the nation's workers who die on the job
test positive for alcohol or other drugs. In fact, industries
with the highest rates of drug use are the same as those at a
high risk for occupational injuries, such as construction,
mining, manufacturing and wholesale.
Prevention Works
When the issue of workplace substance abuse is addressed by
establishing comprehensive programs, it is a "win-win" situation
for both employers and employees, according to the U.S.
Department of Labor.
A study of the economic impact of substance abuse treatment in
Ohio found significant improvements in job-related performance:
91% decrease in absenteeism
88% decrease in problems with supervisors
93% decrease in mistakes in work
97% decrease in on-the-job injuries.
Identifying problems in your
organization
Quiz: Identifying addiction in the workplace: How much do
you know about addiction in the workplace? The answers to some
of these questions might surprise you.
Take the Quiz
Many businesses do drug testing prior to hiring, but how do you
know if an existing employee has a problem? It may become
evident due to the employee’s disclosure, accounts from
coworkers, a positive drug screen, legal problems, etc. or the
problem may be harder to identify.
Six symptoms of possible addiction in the workplace:
1. Change in work attendance or performance
2. Alteration of personal appearance
3. Mood swings or attitude changes
4. Withdrawal from responsibility or associate contacts
5. Unusual patterns of behavior
6. Defensive attitude concerning the object of addiction
What to do
There is no absolute "model" substance abuse program that is
right for all companies. The program should be tailored to the
needs and circumstances of the individual organization. There
are, however, several standard components of a comprehensive
workplace substance abuse program, according to the U.S.
Department of Labor.
Why Should An Employer Establish a
Comprehensive Drug-Free Workplace Program?
Current research indicates that nearly seventy-five percent of
illegal drug users are employed in full and part-time jobs.
Consequently, when the effects of alcohol abuse are added, the
result is a large impaired portion of the national workforce.
For the typical employer, that means unhealthy employees, unsafe
working conditions, loss of productivity, smaller profits, more
accidents, higher medical claims expenses, and a host of other
negative effects for the employer and the employees.
Today, there a number of reasons why employer and unions
establish Drug-Free Workplace programs. SAMHSA cites the
following as among the leading reasons:
• Compliance with law or other regulations
• Qualification for insurance discounts, rebates and other
incentives
• Prevention of associated problems, e.g., absenteeism,
accidents, injuries, productivity loss
• Response to an incident or pattern of substance abuse
• Expression of support for the majority of employees who do not
abuse alcohol or drugs
• Investment in worker health, safety, and family stability -
Marketing of Drug-Free workers and services
The Characteristics of an Effective,
Comprehensive Drug-Free Workplace Program
• Active, visible leadership and support of the program by the
employer
• Clear, written Drug-Free Workplace policies and procedures
that are applied uniformly
• Employee and union involvement in program development of the
program
• Management, supervisors, union representatives and employees
who are knowledgeable about their roles, rights and
responsibilities under the Drug-Free Workplace policy
• Access to treatment and follow-up for employees who are having
abuse problems
• Methods of identifying alcohol and drug abusers, including
drug testing, for the purpose of providing the opportunity for
treatment, recovery and the return to work
The Substance Abuse and Mental Health Services Administration
provides several resources for developing a Drug-Free Work
Place.
Division of Workplace Programs
Making your Workplace Drug-Free: A Kit for Employers
The
Drug-Free Workplace: A Guide for Supervisors and Managers
What Issues should be covered in a Drug-Free Workplace Policy?
It is beneficial to both the employer and the employees to have
a program and policies designed to reduce and eliminate the
negative effects of alcohol and drug abuse and provide a safe
Workplace. According to SAMHSA, the employer should provide a
written policy that:
• Explains why the product or service provided is inconsistent
with employee alcohol and drug abuse
• Provides information about the dangers of alcohol and drug
abuse
• Details the kind of assistance that will be provided to
substance abusers who voluntarily report their abuse problems or
have been identified as a drug or alcohol abuser through other
means
• Spells out the roles, rights and responsibilities for
employees and supervisors under the program
• Describes the sanctions which will apply for violations of the
polices
• Assures personal privacy and dignity in reaching the goal of a
Drug-Free Workplace
• In addition, the written policy should include provisions for
training supervisors on their role in the program
• And drug testing, if necessary, on a carefully controlled and
monitored basis. If the policy will include testing, it should
specify the nature, frequency, and type of testing that will be
included. It should also include the identification of the drugs
for which employees will be tested.
12 Steps Every Company Can Take to Deal with Addicted Employees
1. Candidly assess your company’s beliefs about addiction among
your employees
2. Recognize the extent of addiction in your workplace
3. Inform employees how your company deals with addiction
4. Create a company culture that supports treatment and recovery
5. Balance discipline with the hope of treatment and recovery
6. Inform employees how they can help addicted coworkers
7. Make confidentiality and respect the core of your company’s
approach to addiction in the workplace
8. Evaluate your company’s efforts to deal with addiction
9. Make it easy for employees to access support for their
sobriety
10. Hire candidates who have sought treatment for addiction and
are in recovery
11. Request inclusive health insurance coverage for addicted
employees
12. Support legislation that guarantees access to addiction
treatment
Expanded coverage of these 12 Steps
Online resources for Employers
The Substance Abuse and Mental Health Services Administration’s
guidelines for developing a Drug-Free Work Place.
All about EAPs: from the North Carolina Employee Assistance
Professionals Association
Drug Testing: Policy and Legal Issues
OSHA and Substance Abuse
Drug-Free Workplace Act of 1988
Family Medical Leave Act
Frequently Asked Questions: Substance Abuse and Mental Health
Services Administration, Center for Substance Abuse, Prevention,
Division of Workplace Programs
The Next
Step
Editor: Leanne
Murray
Writer: Cathy Swing
Designer: Virginia Hart
Partnership for a Drug-Free
NC
665 W. Fourth Street
Winston-Salem, NC 27101
Subscribe to The Next Step
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