Last updated : November 11, 2024
Substance abuse in the workplace is not something to be overlooked or taken lightly. Studies have shown that people who come to work under the influence of drugs or alcohol tend to cause more accidents that result in injury or death. Moreover, substance abusers rely far more heavily on the company’s insurance policy, and increased absenteeism costs employers millions of dollars annually.
Clearly, employers need to be concerned about whether or not their employees are being affected by drug or alcohol abuse. However, it isn’t always easy for supervisors and coworkers to discern whether or not someone on the job is struggling with substance abuse issues.
Usually, the first signs of a drug or alcohol problem are subtle. Productivity or work quality may decrease slightly. Perhaps absenteeism or tardiness becomes more frequent. Sometimes relationships between the employee and his or her coworkers begin to deteriorate. There might even be a rise in on-the-job accidents.
None of these signs necessarily means that this employee has a substance abuse problem. They could signal personal problems at home or a medical condition. However, since these behaviors are bound to affect the organization’s bottom line, on-the-job safety and employee morale, it’s important to address them quickly and directly.
Attentiveness is key, particularly in the early stages of substance abuse. When a supervisor notices a developing pattern of arriving late, leaving early and unexplained absences, it’s time to take note. If other employees begin to complain about the worker’s performance, deadlines are being missed and inattention is causing mistakes, these are further indications that it’s time to set up a conference with the employee.
Whenever possible, it’s best to meet with the employee privately to discuss their behavior and on-the-job performance. Being direct is important, but it’s also advisable to be tactful. Avoid outright accusations, opting instead for open ended questions. Make certain the employee is aware of any drug free workplace policies that are in place, and consider asking the employee to submit to a drug test.
Most people with substance abuse issues are not prepared to admit them when confronted. The supervisor should be prepared for denials whether they are true or not. Continue to observe the employee in the coming weeks, noting if there are any changes in performance and behavior. With vigilance, it’s possible to protect the workplace and employees, and possibly even obtain help for workers with substance abuse issues.
