Drug or alcohol misuse in the workplace can cause serious problems. According to a 2017 Psychology Today article, up to 20 million people in the United States reported alcohol impairment at work at least one time during the prior year.
Reports of headaches or constant tiredness are common signs of drug or alcohol abuse at work. The Alcohol and Drug Foundation outlines other signs of drug or alcohol misuse at work, such as using during lunch and then disrupting colleagues as a result.
Drug use in the workplace can result in decreased productivity, injuries, accidents, and even fatalities.
Even prescription medication can cause problems for people who have not used these drugs before. Businesses can also be sued because of an employee’s drug-induced behavior.
We often believe that people who use drugs fall into certain stereotypes, but people of all persuasions and in all industries can have a drug or alcohol misuse problem.
A few signs of substance misuse are:
The Substance Abuse and Mental Health Services Administration (SAMHSA) outlines other signs of troubling drug or alcohol use, such as:
Other common signs of drug use, according to the Mayo Clinic, are:
Some signs are particular to certain drugs.
Users may smell like cannabis and have red eyes. The Mayo Clinic says that some people become anxious or paranoid.
Both synthetic opioids and cathinones are unlawful in many states. Some people may experience changes in mood and hallucinations. Problems with thinking and a loss of coordination can also be side effects of these drugs.
If a person snorts these drugs, they may have constant congestion and mucus. Other side effects are tooth decay, mouth sores, or gum disease, otherwise known as meth mouth.
Common signs of use of these drugs include slurred speech, eye movements the individual cannot control, and sleepiness. These drugs affect the central nervous system.
Otherwise known as hallucinogens, these can cause people to start shaking, quickly change emotions, have difficulty speaking, or experience a lack of tolerance to noises.
These can include heroin and prescription medications. Slurred speech, needle marks, and decreased awareness of surroundings are signs of abuse.
These can include paint thinners, glue, gasoline, and aerosol products. Continued use of these products could cause sudden death or brain damage. People who use these substances often smell like inhalants. They may also develop a rash around their mouths or noses. Signs of use could include lack of coordination and slurred speech.
If you are a colleague or supervisor of someone you suspect is misusing drugs or alcohol in the workplace, there may already be a policy in place to fall back on. As SAMHSA mentions, some states have laws that require places of employment to have a policy that addresses drug use.
Before confronting someone or reporting suspected drug use, check if your workplace has:
If you are a supervisor and suspect a subordinate’s drug use, SAMHSA offers some advice.
Be able to answer any questions about why the policy was implemented and reasons for the consequences it outlines for employees who are caught using drugs or alcohol.
If you suspect a person is using drugs or alcohol, employees deserve a chance to refute these accusations. If there are any collective bargaining agreements, make sure you comply with these so that everyone’s rights are respected.
Once you have assessed both company policy and collective bargaining, make sure that you follow every procedure listed. If you are discussing drug or alcohol misuse with more than one employee, everyone must be treated the same way.
Collective bargaining agreements and company policy may also mention drug testing. Make sure that this process is fair for the employee. SAMHSA suggests checking up on a laboratory’s quality control so that positive results can be easily confirmed.
Do not wait until it is too late for an employee to try to make amends or fix their situation. It is crucial that workplace supervisors make observations early so that steps taken do not have to be drastic or extreme for both the employee and the company. This will assist the employee, and it can improve workplace safety.
Document any instances where an employee may have been affected by drugs. Write down absences or any instances during which the employee underperforms. These examples can help you make your case when talking to your employee.
You will need to plan a meeting and mention anything you have documented. You should also be prepared to discuss an EAP with your employee and guide the person through any processes. Mention a person’s contributions to the organization as well, and set deadlines for improvements and seeking help.
As a supervisor, keep the conversation within the parameters of how the employee can improve at their job. You should also agree on another meeting to check up on the employee’s progress.
This should not come across as a disciplinary action but as a form of assistance.
Have a plan to reincorporate an employee and support them after they return from addiction treatment.
If you are an employee, always be familiar with your employer’s drug use policy and make sure to adhere to it before confronting someone else at work about possible drug use. The Alcohol and Drug Foundation mentions some ideas for employees who are not in managerial positions:
An Employee Assistance Program (EAP) is an intervention program for the workplace that offers help to struggling employees with emotional or behavioral issues. There are programs geared to help those who are struggling with finances, relationships, life stressors, legal issues, and substance abuse.
Employees, as well as their family members, can greatly benefit from the services offered through an EAP. The hotlines are open 24/7 and staffed with educated and experienced counselors. With more than 40,000 network counselors, employees can receive personal counseling, peak performance counseling, and even legal services.
Self-help resources, wellness centers, lifestyle benefits, and personal assistants are just a phone call away. All calls and inquiries to the EAP are strictly confidential, so the caller need not worry about their employer learning of the call or any counseling that may occur. It is important for the employee to feel safe and not fear losing their job by reaching out.
If substance abuse in the workplace is an issue, learning about the Family Medical Leave Act of 1993 (FMLA) can be helpful. The FMLA is a United States law that requires employers to allow employees unpaid leave for qualified medical and family reasons without fear of losing their employment. Substance abuse is considered a serious health condition, which can cause the employee to be unable to perform required work-related duties. In such cases, employees are entitled to up to 26 weeks of leave over a 12-month period.
Businesses are realizing more and more the importance of drug testing employees. Drug testing in the workplace can be a deterrent for potential employees who fear failing the test. However, many companies have mandated drug testing to keep their workforce drug-free, and many offer programs like the EAP to help those who are battling with addiction. Workplace drug testing is valuable because it deters many people from using drugs. As a result of drug testing, come companies report:
The EAP, FMLA and other programs encourage employees to own and talk about their abuse, which can also have a direct impact on their lives. It is important for both employers and employees to understand substance abuse is a common and treatable problem. Companies are discovering a positive impact in the workplace and society by offering resources and other programs to aid in the recovery of their employees.
(January 2016) What to Do If Your Adult Friend or Loved One Has a Problem with Drugs. National Institute on Drug Abuse. Retrieved April 2019 from https://www.drugabuse.gov/related-topics/treatment/what-to-do-if-your-adult-friend-or-loved-one-has-problem-drugs
(February 2017) Alcohol and other drugs in the workplace. Alcohol and Drug Foundation. Retrieved April 2019 from https://adf.org.au/insights/alcohol-and-other-drugs-in-the-workplace/
(September 2018) Drug-Free Workplace Toolkit. Substance Abuse and Mental Health Services Administration. Retrieved April 2019 from https://www.samhsa.gov/workplace/toolkit
(November 2015) Supervisor Training. Substance Abuse and Mental Health Services Administration. Retrieved April 2019 from https://www.samhsa.gov/workplace/toolkit/plan-implement-program/supervisor-training
(November 2018) Should Workplace Drug Testing Be Allowed? Verywell Mind. Retrieved April 2019 from https://www.verywellmind.com/should-workplace-drug-testing-be-allowed-22063
(June 2017) Addiction In The Workplace: What You Need to Know. Psychology Today. Retrieved April 2019 from https://www.psychologytoday.com/us/blog/addiction-recovery-101/201706/addiction-in-the-workplace-what-you-need-know
(October 2017) Drug addiction (substance use disorder). Mayo Clinic. Retrieved April 2019 from https://www.mayoclinic.org/diseases-conditions/drug-addiction/symptoms-causes/syc-20365112