Physical or mental impairment in the workplace can create a significant risk of injury and death to the impaired worker, co-workers, and members of the public. If you need assistance with a program or suspect drug abuse in the workplace, contact 1-888-744-0069 Who Answers?. You then have the options to follow whatever is stated in your company policy. Fortunately, a new online calculator from the National Safety Council allows businesses to get an estimate of how much addiction may be costing their company. You have a general duty under the Health and Safety at Work etc Act to ensure, so far as reasonably practicable, the health, safety and welfare of your employees. Log into your account. Look for the signs. Employers have legal obligations under the Health and Safety at work Act 1974, The Transport and Works Act 1992 and The Misuse of Drugs Act 1971. Substance use & impairment in the workplace. If you suspect that there is illegal drug activity in your neighborhood, you are right to be concerned. A study by OSHA states that the most dangerous occupations, such as mining and construction, also have the highest rates of drug use by their employees. The research, commissioned by Intelligent Fingerprinting to determine UK attitudes to drug screening in the workplace, also shows that one in five employees took no action to help or confront the colleague they suspected of drug use. What to Do if You Suspect Someone Is Using Illegal Substances. An employee can refuse a drug or alcohol test, but an employer can declare it a required condition of employment – if there is a clear company policy in place. For help in conducting drug and alcohol testing at the workplace, contact SafeWork Laboratories today. All staff members should understand the program and understand what drug rules exist and any details about drug testing and drug assistance that is available to them. 0. Physical or mental impairment in the workplace can create a significant risk of injury and death to the impaired worker, co-workers, and members of the public. He is a Certified Protection Professional; a certified legal expert in corporate security procedures and training; a member of the Ohio and International Narcotic Associations; the Ohio and National Societies for Human Resource Managers; and the American Society for Industrial Security. This can either be a manager, a member of the security team or a human resources officer. An employer does have the option to terminate immediately for positive test results. But looking after the health and safety of your employees can be a real challenge. Drug or alcohol abuse in the workplace is obviously a serious concern. your username. Of all drug users, 68.9% are employed and active in the workplace, according to the Substance Abuse and Mental Health Administration (SAMHSA). HOW TO USE THIS INfORmATION 2 2. It is important that management also observe the behavior. Both observers need to document their observations in detail. Here are five ways to be more proactive about potential drug use problems, courtesy of Shepell fgi and Bob Rosner’s best-selling book “The Boss’s Survival Guide”: 1. If you are hungover or coming down from drugs at work, it can be just as bad as being intoxicated. Both observers need to document their observations in detail. Policies and processes are often more effective when these are mainly focused on prevention and protection (minimising the risks) rather than punishment. If you have concerns about an employee who may be struggling with substance misuse, some signals suggest that an employee is abusing substances. Clearly as part of this duty, if an employee is suspected of being under the influence of alcohol or drugs (whether prescription or illegal drugs) then an employer may be expected to take action to protect the employee and/or others. In fact, 10-20% of American workers who die at work have a positive result when tested for drugs or alcohol. Employers can prohibit the use of drugs and alcohol, test for drug use, and fire employees who are engaging in illegal drug use. What to do if you suspect an employee has an alcohol problem. New national research suggests 1 in 10 suspect illegal drug use by workplace colleagues in the UK One in five don’t take any action if they suspect a friend, family member or colleague of using illegal drugs Regional variations show that almost twice as many Londoners suspect colleagues of drug use compared to national average after-effects of substance use … Never allow the employee to drive themselves. The fact that some people use substances such as alcohol or illicit drugs, or that some people misuse prescription drugs is not new. Here are some of the possible signs to watch out for: Significant speech changes, such as slurring or incoherence. to speak with someone who can help. Using drugs impairs decision-making abilities and physically impairs people. First and foremost, you must have a written drug and alcohol testing policy. Substance use & impairment in the workplace. Prevention of such problems occurs by implementing an effective workplace drug program that deals with drug testing before hiring, drug testing during employment and consequences for violating the rules. What to Do If You Suspect Drug and Alcohol Abuse in the Workplace Changing Society Through the Workplace. Decreased cost of insurance, such as workers’ compensation. Some companies have explicit policies to test their workers for alcohol and illicit substances. What Employers Should Know About Suspected Drug Use in the Workplace. Employees must also take reasonable care of themselves and anyone who could be affected by their work. Employees who abuse alcohol and drugs (including illegal drugs, prescription drugs, and over-the-counter drugs) -- either on their own time or at work -- can pose significant and wide-ranging problems for their employers, managers, and coworkers. Perhaps you worry that your child uses drugs and are concerned you won't know how to detect drug use. The NSDUH covers a wide range of topics, including employment status, patterns of marijuana and prescription drug use, medical marijuana laws, workplace practices, and absenteeism. It is important to keep in mind alcohol and other drug use can impact the workplace in several ways, not all include use of the substance at the worksite during work time. Download a free Employee Drug Test Consent Form template. If you feel that you have a substance abuse problem, do not suffer in silence. By Natural HR 26/10/2016 October 19th, 2018 Employee Wellbeing. You are less effective and productive; this can impact both your work and that of co-workers. Unfortunately, there are more people battling with alcohol issues than many of us realise, this can affect us personally and professionally. Not only that but … This, despite the fact that 43% of people worry that working alongside someone under the influence of drugs makes their workplace unsafe. Watch out for the signs of drug use — Looking for drug use in the workplace setting is not as easy as if you were watching out for a close friend or family member. i-Sight software is a better way to manage investigations. Videos pertaining to drug use in the workplace. Regardless of … Some people who abuse drugs or alcohol might qualify as “high-functioning,” or able to reach personal and professional success despite substance abuse. You can do this privately or outside of work if it makes you more comfortable. Employers have a legal duty to protect employees’ health, safety and welfare. You may even suspect that someone at your workplace is dealing or using drugs. Drug testing and educational programs have been proven to provide benefits such as: In essence, drug programs are worth the cost of running them to employers. In other cases, a person will have a physical addiction to a substance – in which circumstances they need help to address this. Following models established in the workplace, some schools conduct drug testing on students suspected of illicit drug use (called reasonable suspicion/cause testing). If your policy allows for it, contact your drug test facility to notify it that you have an employee on the way for reasonable suspicion testing. Establishing clear policies and procedures can protect your company in the event of suspected drug use, as well as deter employees from working under the influence. This is a deadly concoction when on the job. This can either be a manager, a member of the security team or a human resources officer. You can leave a response, or trackback from your own site. Signs of Drug Use at Work. The content on DrugAbuse.com is brought to you by American Addiction Centers (AAC), a nationwide network of leading substance abuse and behavioral treatment facilities. An important first step in addressing the problem of substance abuse in the workplace is the awareness that it is a common problem not just shared by families and friends, … in Sociology, with an emphasis in criminology, from Dennison University. A general policy statement is not enough to permit testing; if your policy does not include testing for reasonable suspicion, you may want to consult a workplace consulting firm or your legal counsel to help you implement one. DEVELOPING AN ALCOHOL AND OTHER DRUGS POLICY 6 3.1 ApproAChINg A Worker Who mAY be uNder The INflueNCe 6 3.2 proCedureS for reporTINg AlCohol ANd oTher drug uSe IN The WorkplACe 7 3.3 INformATIoN, eduCATIoN ANd TrAININg 8 3.4 CouNSellINg ANd SupporT 8 Let’s take a look at the challenges related to workplace drug use, company policies, prevention and how to help a co-worker who’s struggling. Fortunately, most cities have made the process non-intimidating. Sign up for i-Sight’s newsletter and get new articles, templates, CE eligible webinars and more delivered to your inbox every week. Most policies offer return to work rights with a clause that allows for termination if the employee is found under the influence at work again. An important first step in addressing the problem of substance abuse in the workplace is the awareness that it is a common problem not just shared by families and friends, … Protect your business and employees by conducting a fair assessment and acting on the results. It is not a substitute for professional care. In situations where the employee has a responsibility for the safety and/or welfare of others, and the employer has a responsibility to ensure the employees' competence, there is a strong argument for workplace drug testing being carried out. Employers suffer from hiring substance abusers in many ways. Workplace impairment as an occupational health and safety issue is of increasing concern to British Columbia employers, workers, and other stakeholders. No Comments; 5; 0. Neither you nor your managers are likely experts at determining when an employee is using drugs. Employees have a duty to take reasonable care for their own and others' safety. The safety of your employee and the future of your company may depend on it. If you have not obtained a drug testing consent previously, you should have a consent form available at this meeting for the employee’s signature. Under law both employers and employees have a duty to ensure that the workplace is safe. Ways that problematic substance use may cause issues at work include: any impact on a person’s judgment, alertness, perception, motor coordination or emotional state that also impacts working safely or safety sensitive decisions. It is important that management also observe the behavior. Employee Assistance Program for Drug Abuse in the Workplace. Many employers have a standard policy of testing for drug use after an employee is involved in an accident or suffers an injury. Updated November 07, 2019 There are federal laws that provide guidelines on the policies employers can set regarding drug and alcohol abuse in the workplace. If you catch an employee actually using alcohol at work, you can deal with it through your company's standard disciplinary procedures. If you need help interviewing your employee read the “PEACE Model of Investigation Interviews” to try a conversational and non-confrontational approach. These programs are put into action by familiarizing supervisors with the procedures. The misuse of drugs, including alcohol and other substances, can be a serious problem for the abuser, co-workers and the organisation itself. The use of alcohol and other drugs can impact on workplaces in a number of ways, affecting relationships, safety and productivity. This video shows what you should do when an employee is suspected of drug or alcohol impairment in your workplace. This, despite the fact that 43% of people worry that working alongside someone under the influence of drugs makes their workplace unsafe. This, despite the fact that 43% of people worry that working alongside someone under the influence of drugs makes their workplace unsafe. President, SACS Consulting & Investigative Services. Tags: Drug Testing Employees, Drug Use in the Workplace, Employees and Employers, Suspect Drug Use Employee This entry was posted on Thursday, July 23rd, 2009 at and is filed under Employer Best Practices, Employer tips.You can follow any responses to this entry through the RSS 2.0 feed. Dealing with an employee with a drug abuse problem is never easy. Give us a call to discuss how we can help your workplace. But there are certain signs you can look for that, when taken in tandem, can be more than just performance issues. If they refuse the test refer to your drug and alcohol policy, especially if your policy states that refusing the test will be treated as a positive drug test result or will result in immediate termination of employment. However, there are some restrictions on random testing of students showing no such suspicion. You can leave a response, or trackback from your own site. https://www.tuc.org.uk/resource/drugs-and-alcohol-workplace Employees who abuse alcohol and drugs (including illegal drugs, prescription drugs, and over-the-counter drugs), either on their own time or at work, can pose significant problems for their employers, managers, and co-workers. However, if you suspect that an employee or fellow coworker is using drugs while on the job, you will want to approach this situation with caution. He holds a B.S. Let him know that the company is drug free and that drug use is unacceptable. If you send the employee for drug or alcohol testing always explain that in order to rule out the possibility that the employee is in violation of the company’s drug and alcohol policy, you will be sending them for a drug and/or alcohol test. After the supervising staff members are comfortable with the material, it is their task to begin educating other staff members. Drug use at work remains a problem no matter what industry you work in. Many employers use similar methods to deal with drugs and alcohol abuse. By not telling someone, you are contributing to the likelihood that an accident will occur. Eric Patterson, MSCP, NCC, LPC, is a professional counselor who has been working for over a decade to help children, adolescents, and adults in western Pennsylvania reach their goals and improve their well-being. In 2013, a nationally representative sample of 55,160 respondents aged 12 years or older completed a household interview. Timothy A. Dimoff, CPP, president of SACS Consulting & Investigative Services, Inc., is a speaker, trainer and author and a leading authority in high-risk workplace and human resource security and crime issues. Rules and expectations should be thoroughly explained within the text. When you’re the manager of an employee whom you suspect abuses drugs while at work, talk to him. This should include references to: Once the situation is documented and everyone is in agreement, only then should you meet with the employee for a discussion of what has been observed. Once employees have completed rehab, many EAPs also provide assistance re-integrating into the workplace. What to Do If You Suspect Drug and Alcohol Abuse in the Workplace Changing Society Through the Workplace. A quality assistance program will offer services such as counseling to deal with substance abuse problems. This should include references to: 1. odors 2. speech 3. eyes being dilated or constricted 4. emotional issues such as agitation or irritability 5. drowsiness 6. excessive sweating 7. other telltale signs Download your free cheat sheet on How to Deal with Employee Drug Use to learn what to do about employee drug use in your office. If the drug or alcohol test results are negative, contact the employee and return them to their prior job as soon as possible. There is no denying that workplace drug testing offers an objective and generally accurate way to establish the truth of someone's drug use. Drug or alcohol use in the workplace is a serious offense that should be addressed immediately. Alcohol and drugs in the workplace: What to do if you suspect substance abuse . This is the biggest reason that employees withhold their suspicions, and this is a deadly mistake. If the employer suspects substance abuse on the part of an employee, the first thing to do is to focus on objective observations of the employee's behavior and any performance issues. Impacts. 1. And, of course, there’s a concern of reduced performance and productivity. If you are hungover or coming down from drugs at work, it can be just as bad as being intoxicated. It’s wise to use people who are professionally trained in drug-and-alcohol-at-work issues, non-physical crisis intervention, verbal de-escalation, nonviolent confrontation management, and employee protection techniques, as well as assistance and training for management and supervisory personnel. Additionally, 1/3 of all employees are aware of illegal sale of drugs in their workplace, according to the TN Department of Labor & Workforce Development. i-Sight is a specialized investigative case management tool to make your investigations more efficient and consistent. Try to get him to seek help on his own. Staff who misuse drugs or alcohol are more likely to take time off, display poor performance and increase the risk of accidents. Establishing clear policies and procedures can protect your company in the event of suspected drug use, … Addressing drug and alcohol abuse in the workplace is a challenging and sensitive issue, as addictions sit at the crossroads of privacy law, human rights, occupational health and safety and management rights. In some jobs such as road and rail transport, maritime and mining occupations, the law sets down a legal blood alcohol level and may prohibit a worker from being affected by any drugs—legal or illegal. They provide a safer environment for employers and increase the productivity of existing employees, which boosts revenue. Written material about substances and substance abuse. Employees who abuse drugs and alcohol can also make a workplace more volatile and dangerous, exposing employers to legal liability and other legal issues. Many employers are aware of how much mental illness can cost their business, but the potential cost of substance abuse is often overlooked, resulting in a shocking disparity between the help that employees need and the help they receive. Alcohol and drugs—including medicines prescribed by a doctor or available from a pharmacy—can affect a person’s ability to work safely. An employer should provide employees with the highest level of protection from risks as is reasonably practicable. There are specific steps that can and should be taken by management to properly execute and document any situation. You need to have a reliable system of identifying evidence of drug abuse and how to properly address it. As a business leader, you need to keep an eye out for signs of drug use in your workplace. It should include drug and alcohol testing for reasonable suspicion. 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