Substance abuse plagues businesses with billions of dollars in related costs every year in the U.S. Those losses are reflected in everything from reduced productivity and absenteeism to workplace injuries and medical treatment.
But those who suffer from substance abuse pay steep tolls as well. Drug and alcohol abuse and addiction are diseases that require time and treatment for recovery. And employers are faced with deciding whether to kick employees to the curb or invest in their well-being.
Even the best employees can become substance abusers. The first step employers and managers can take is to recognize the signs. The second is to respond to them in the right way. Here’s how they can.
Know the Risks and Enact Thoughtful Policies
Workplaces are all different. In some, the risk of having employees under the influence of drugs or alcohol might cause only productivity issues. In others, it can have deadly consequences. Employers need to understand what’s at stake for the business as well as its employees.
For example, consider employees who operate machinery, drive vehicles, or move or climb while performing their jobs. They probably put themselves and others at far greater risk than those who sit behind a desk all day. Those who come into contact in any way with customers pose tremendous liability. These types of variables make it necessary for employers to assess liability potential for every position.
Developing a drug-free workplace policy can reflect the importance of staying sober while on the clock. It should address what is and isn’t allowed, testing protocols, substance abuse awareness, and the consequences if found under the influence. The policy will set the tone for employees.
It’s also wise to enact policies that address intervention, education, and treatment for substance abuse. Perhaps some employees will require inpatient treatment for substance abuse. An employer’s willingness to pay for treatment under its health benefits and provide the necessary time off speaks volumes. However, cutting ties with violators immediately might be a better approach in some circumstances. Whether an employer gives some second chances depends on the risk they pose to the business.
Companies face all sorts of types of liability. Finding out what risks are posed by employees suffering from substance abuse is crucial to long-term success. Sticking to a well-developed substance abuse policy that protects both the business and its employees will help.
Recognize the Signs
Substance abusers don’t all exhibit the same signs. In fact, many become quite proficient in hiding the symptoms of their addiction. Moreover, many signs of abuse may be attributed to other health issues, including stress, depression, or hormonal cycles.
Some of the more obvious signs include the odor of alcohol, bad breath, bloodshot eyes, frequent bloody nose, or tremors. Employees may fail to complete tasks or assignments in a timely manner or become unable to focus on what they’re doing. They may display a pattern of being absent from or late for work. They may show poor hygiene, irritability, agitation, and mood swings.
Early intervention is key to the ability to recover from substance abuse. That means it’s important for employers to act quickly to determine what’s causing any of these symptoms. Managers should meet with suspect employees, along with a third person as a witness, to discuss what they’ve observed. This provides employees with the opportunity to talk about any other issues that may be contributing to their behavior.
Employers should lean into their workplace policies regarding substance use. If they meet the testing requirements of the policy, one should be administered. Depending on the results of the test, managers should use the policy to take next steps. That could be giving them a second chance, termination of employment, counseling, inpatient or outpatient rehabilitation, or other measures.
Employers are responsible for ensuring the safety of the business, its customers, and other employees, as well as the abuser. Rapid intervention doesn’t necessarily mean firing employees based on suspicion or one failed drug test. But it will help everyone involved if the employer takes the lead in whatever decisive action is prescribed.
Handle the Matter With Care
There are numerous other issues employers need to contend with when they begin exploring the possibility of substance abuse. A failure to do so may harm the suspected employees, customers, co-workers, and even the business itself. It can be a lot to handle, but it may help avoid litigation.
Any human resources professional knows how complex dealing with employees has become. Their privacy must be protected in all communications, counseling, treatment, and other potential interventions. Conversations should be confidential. No other employees should know what’s going on or why. Only those people who need to know should be aware of the situation.
Employers should avoid attempting to diagnose a substance abuse problem or treating it. That’s best left to the proper healthcare professionals. Instead, they should assist with referrals and resources for diagnosis and treatment. They should be supportive without being intrusive. And they should observe all privacy laws including HIPAA.
Dealing with this medical condition should be like dealing with any other one. For example, employees suffering from cancer need to advise their employer so they can take advantage of leave policies. The employer is prohibited from telling other employees why unless the sick employees reveal their condition. And the employer is not entitled to receive medical information for employees while they’re being treated. The same is true for employees suffering from addiction.
Protecting employee privacy under every circumstance is vital to a company’s longevity and to the recovery potential for employees. It builds a corporate culture that puts employees and their health and well-being first. That’s a place where people want to work.
See and Act
Substance abuse is a rising problem in the workplace. Stress, availability of substances, and numerous other factors contribute to the increase. Employers need to understand substance abuse, recognize it, and rely on their policies to respond appropriately. If they do, everyone benefits.
