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Back to Subjects - Political Science

Substance Abuse in the workplace

Substance Abuse in the workplace Substance abuse in the workplace is one of the top concerns in the United States today. “Studies show that 73 percent of drug users are employed, costing American businesses billions of dollars annually in lost production and staffing costs (Walsh).” “Due to higher employment rates and rising substance abuse, the chances that your organization employs one of these 8.1 million workers is greater today than it has been in the past several years (Walsh).” Studies also reveal that employees who abuse drugs have a tremendously harmful effect on the workplace. They are more likely to have extended absences from work, show up late, be involved in workplace accidents, and file workers compensation claims. Substance abuse includes anything from drug use, such as cocaine and heroin, to alcohol abuse. Before I start to discuss the various ways to get control of substance abuse I would like to give you a small background of the impact of substance abuse on the world today. The department of labor has gathered some of the following information and statistics to show the world how it is being affected: •Substance abuse in the workplace costs are estimated at $100 billion dollars •Alcoholism causes 500 million lost work days each year. •Drug-using employees at GM average 40 days of sick leave each year compared to 4.5 days for non-users. •In Ohio substance abuse treatment has shown significant improvements: - 91% decrease in absenteeism. - 88% decrease in problems with supervisors. - 93% decrease in mistakes in work. - 97% decrease in on-the-job injuries. As you can see substance abuse is a very serious problem. But, what can employers do? Well something obviously is working in Ohio, so something can be done. “It is up to the employers and non-users to try to help (Walsh).” These statistics suggest that this is a very serious concern, however there is an answer. “Often times employers notice that their production is down and they are showing a significant decrease in profit before they relize they have an employee substance abuse problem on their hands (Loomis).” Then they wonder where are they losing all of their money? But by the time employers notice that they are losing money it is often too late to avoid a serious employee substance abuse problem. So how can this be avoided? There are several options that employers can choose from in order to determine the nature of the problem and to prevent it before it starts. “First of all, supervisors need to be able to recognize the symptoms and tell tale signs of substance abuse by their employees. Signs are easier to recognize when supervisors already have a consistent and reliable method to measure the performance of their subordinates (Loomis).” Most problems can easily be recognized by just comparing current performance evaluations with past or other employee evaluations. Here are some of the general indicators of substance abuse that you want to be aware of: •increased mistakes •errors in judgment •suddenly unable to meet deadlines •excessive sick leave •patterns in absenteeism •extended coffee breaks Another thing to look out for is the employee’s behavior and appearance. Sudden changes in these factors could indicate a substance abuse problem. Some •sleepiness •slurred speech •unsteady movements •cold, sweaty palms •unusual weight loss or gain •smell of alcohol on breath •stealing from company •violent •suspicious attitude toward others •excessive talkativeness •smell of alcohol on breath •deteriorating family relationships •complaints from customers regarding attitudes and work quality As if this is not enough to worry about, substance-abusing employees are not safe employees. “Employee problems can begin manifesting themselves in work related safety records. These employees are usually involved in more work related accidents than that of non-users. This is because they often engage in riskier activities. Many times, they end up damaging equipment or property (Loomis).” Now that we have discussed the seriousness of substance abuse it is easy to understand the need for a good substance abuse policy. More and more employers have established substance abuse programs to respond to the problems created by drugs and alcohol in the workplace. “These programs save organizations money, and in some cases, they save careers, families and lives (Loomis).” Here are three basic parts that can be used as a guide in developing a substance abuse policy that works well for your business: (Loomis) 1. An explanation of why you are implementing a program, such as concerns for employees’ safety, improving the cost of doing business, and/or to comply with state or federal regulations. 2. A clear description of substance abuse-related behaviors that are prohibited, such as any illegal drug use or being at work under the 3. A thorough explanation of the consequences for violations of the policy, including if applicable, termination. Everything should be included in the program. “If drug and alcohol testing is included in the process that should be clearly stated in the policy (Loomis).” After the policy is written then there should be no question that this is a drug free company. “Usually, the fear of a written policy can be enough to turn things around (Loomis).” “Once the policy is written, you need to be sure you train your supervisors to recognize and react to these situations using the new substance abuse policy as a guideline (Loomis).” Make sure that your supervisors understand the policy as you have written it and that they completely understand the manner in which they must not only enforce it but also abide by it. “This training will greatly impact the effectiveness of your program (Loomis).” Here are 5 suggestions that can be used to assist in training your 1. Allow the supervisor to know the company’s policy and allow the understanding of their importance in implementing it. 2. Teach the supervisors how to observe and document unsatisfactory 3. Teach them how to confront the employees according to company 4. Teach them the understanding of the effects of substance abuse in the 5. They should know how to refer an employee to where they can get help or Your supervisors are not the only ones you need to be sure understand your policy. Another valuable thing that needs to be done is to educate the employees. “If the employees are properly informed the policy will be much more effective, and if they know the program they will be able to follow it, or abide by it (Loomis).” Here are five basic objectives that you want to make clear with your employees to ensure that they properly understand your new policy: (Loomis) 1. Provide information about the dangers of alcohol and other drugs and how 2. Describe the impact that substance abuse has on the workplace, including such areas as safety productivity and health care costs. 3. Explain how the policy applies to every employee and the consequences 4. Describe how the basic components of your overall program work, including employee assistance services and testing, if they are included. 5. Describe how employees and their dependents, if included, can get help for All of the various suggestions I have listed above may have effective results but you need to understand that they will vary from company to company. There are a variety of ways that assistance can be provided and you will have to analyze what works best for you and your employees. Drug and Alcohol testing is often the next step in implementing your new substance abuse policy. Some companies are required to do testing by state law. “As part of the federal governments effort to address the issue of substance abuse in the workplace, the Drug-Free Workplace Act of 1988 was enacted. This Act- in effect since March 18, 1989 requires contractors and grantees of federal agencies to agree to provide drug-free workplaces as a precondition of receiving a contract or grant from a federal agency (Largent).” However, more and more companies who are not required to do so by law are voluntarily including the programs at this very moment. “Although, the tests can be a good deterrent, I caution you not to consider the tests as a policy alone. The tests are simply a tool in identifying the problem (Loomis).” There a few things to be considered before starting a new program. “First of all, who will be tested? Make a list of who it will include, all employees or selected ones. Secondly, when will the test be administered? Will it be when you are first hired and that is it, or will it continue periodically (Loomis)?” The possibility also exists that the tests can even be given randomly to add the element of surprise. “Thirdly, what substances will be tested (Loomis)?” The tests can include several different drugs, including alcohol. “Fourthly, what consequences will be faced if an employee fails the test (Loomis)?” It could lead to termination or even not getting the job, depending on the case. “And finally, who will conduct the testing (Loomis)?” Your company may have an on-site private lab or it may have to pay to have the work done at a clinic. “Since urine testing for drugs has become such an important part of the employee selection process, it brings about a great deal of controversy as to the reliability and consequences of positive drug testing results (Campbell).” Many companies fear lawsuits against their own testing practices so they may choose to follow the example of the Department of Transportation for their drug testing programs. “The DOT tests for marijuana, cocaine, opiates, phencyclidine and amphetamines. Initial tests are done by immunoassay and positive results are confirmed by gas chromatography/mass spectrometry techniques. Testing for alcohol is somewhat more complicated as alcohol remains in the blood stream for only a few hours (Campbell).” A complete drug testing package can cost between $40 and $100 dollars. “Marijuana users function with reduced ability for about 4 to 6 hours after drug use and may test positive for 1 to 3 days after use. In rare cases, a false positive test result for marijuana may occur due to the prescription drug dronabinol (Marinol). Be careful with cocaine testing because it is used in some medical procedures which may cause a false positive test result (Campbell).” I always thought this next one was a rumor but it really is a fact that ingestion of poppy seeds may elevate urine morphine levels and drugs such as propoxyphene (Darvon) and diphenoxylate (Lomotil) may cause a false positive result for opioids (Campbell). In such cases, physicians should confirm the prescription of the respective drugs. Testing can be a very valuable tool if it is done correctly and in the proper situations. However, do not think that it can solve all of your problems alone. As you can see, the validity and reliability of drug testing results is “Drug testing seems to be an essential part of a good substance abuse policy but it can be extremely costly and ineffective in reducing substance abuse (Largent).” “Subcommittees of the National Research Council and the Institute of Medicine have completed a study assessing the extent of drug use in the workplace, and the impact of drug abuse on job performance. Drug testers may be a little upset by some of its conclusions, since the study raises important questions about the scientific rationale for workplace drug testing (Largent).” Workplace drug testing is a very big business. The study group estimates that the United States is spending at least 1.2 billion dollars per year on drug testing, not counting any money spent on time lost from work attributable to the testing process. The study did find that in 1990 the overall rate for workers admitting to having used an illicit drug some time during the preceding month; was decreasing greatly, but the study also found no evidence that this decrease is due to the work testing program, nor has it been demonstrated with any certainty that, in commonly used doses, any of the widely abused drugs significantly impacts on job performance. So when it comes to your testing policies I guess it just comes down to a personal belief in whether you think it is an effective program or not. If you feel that drug testing may not be the most effective way to deal with employee substance abuse their is an alternative. “Unless you feel that performance and productivity in your workplace is significantly impaired because of drug and alcohol abuse, testing is a costly and potentially risky solution (Largent).” Sometimes a strong discipline policy may be better than drug testing. “Make your employees aware that you have a strong commitment to a drug and alcohol free workplace. Warn employees that possession or consumption during working hours or on the premises is prohibited. When you suspect an on duty employee is under the influence, don’t send the employee to the doctor to be tested. In the absence of a formal drug testing program, you may be breaking the law. Remove the employee from the workplace by suspension. Suspension allows you time to think clearly before making a hasty decision. Suspension can protect the employee from a possible work related injury, it protects other employees from harm, and it protects you from the liability of a workers compensation claim. Give the employee a warning that the next similar instance of misconduct will mean termination or terminate the employee on the first offense (Largent).” But do this only if you give your employees advance notice that the use of alcohol or illegal drugs while at work will result in immediate termination. I am very glad to see that so much is being done to help combat the effects of workplace substance abuse. For many workers and employees substance abuse programs work. They save the company money and in some cases lives. Finally, I leave you with this thought. Your company could be suffering from the effects of substance abuse. Heed the warning signs and implement a policy to attack the problem. Most likely it is going on right under your nose and you do not even know it. Take the time to step back and help your employees, the people that really make a difference to your company. You never know it might save you money. Bibliography: Works Cited Campbell, Reginald L. Substance Abuse in the Workplace. New York: Mcgraw Hill, 1990. Harris, Michael. Human Resource Managment: A practical Approach. New York: Dryden Press, 1997. Largent, Richard J. Preventing Substance Abuse in the Workplace. Boston: Houghton Mifflin Company, 1996. Loomis, Loyd. Drug Testing: A Workplace Guide to Designing Practical Policies. Chicago: BNA Plus, 1990. Walsh, Michael J. Drug and Alcohol Abuse in the Workplace. New York: Target Investment Inc., 1996.

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