1. Most Drug Users Work
Employee drug and alcohol use can decrease a company's productivity and safety. According to the National Clearinghouse for Alcohol & Drug Information, employers spend twice the money on medical and worker compensation claims from employees who abuse substances than they do on claims from drug-free employees. Workers at companies that maintain a drug-free policy and corresponding education program report less illicit drug use and drinking. Drug-free programs may contain some or all of five basic components: a drug-free policy, supervisor training, employee education, an employee assistance program and drug testing.
2. A Good Drug-Free Workplace Policy Protects Employers and Employees
If you are unsure about your company's stance on drug use, ask human resources if a drug-free workplace policy exists and how you can obtain a copy. If you are a business owner and have not yet developed a drug-free policy, you might consider writing one. A good policy explains why the program is being implemented and clearly states prohibited activities. The policy should also contain a clear outline of the penalties for violating the company's rules. The guidelines should take employee rights into consideration and ensure safety is improved for all workers, while respecting individual employees' rights, as well. For example, if you work for or own a company that uses complicated machinery, a random drug-testing program may be appropriate, as long as the privacy of employees is taken into account.
3. Supervisors Should Receive Substance Abuse Training
It is important that all managers fully comprehend the drug-free policy and know how to implement it appropriately. Supervisors should understand how to recognize the signs of drug and alcohol use and how to appropriately discuss this issue with employees. Training should also include instructions on how to refer workers to available assistance.
4. Employees Should be Educated and Given Appropriate Resources
Every employee needs to understand their employer's policy on drug use. Don't be afraid to ask your employer questions if your company's policy is not completely clear. Education should include general information about substance use, addiction and what sort of support is available to employees affected by related issues. Employment Assistance Programs (EAPs) are often set up by companies to help their employees with personal issues that may affect their work and general well-being. While small business owners may not be able to afford an extensive EAP, they should at least provide general resources about community-based support and treatment programs.
5. Workers with Substance Use Issues Can Successfully Return to Work
If you completed a treatment program for drugs or alcohol, consider talking to your old employer about returning to work. If you are an employer, consider re-hiring employees who have completed treatment programs. Employees with drug or alcohol problems can successfully return to work as long as they have access to treatment programs and ongoing support. An agreement on returning to work can be incorporated into a company's drug-free policy, requiring regular meetings with supervisors and making it clear that future relapses may lead to termination.
