If you are an employer, you have the responsibility to hire people for your business. However, you may come across a candidate that may have an issue. To be more specific, they are dealing with substance abuse.
Now, you’re asking yourself whether it may be a good idea to hire someone who may have a substance abuse problem. If you are stuck with this situation, this guide from Gallus Detox will help you on what to do. Sometimes, it’s important to make the right decision that will be good for business.
If you are willing to help out a prospective employee, you may help them beat their addiction. You may know someone who has a contact with a detox center and you can make the connection with that other person. While they are working for you, they can get the help they need and be on the right track.
Let’s take a look now at what you can do if you are an employer faced with this unique situation.
Know your boundaries: Is your business a drug-free environment?
Needless to say, your employee policy states that your business is a drug-free zone. Meaning that no one should be using or under the influence of substances while they are on company property. Likewise, they should not be using or under the influence when working.
It’s important to outline the policy as clear and understandable as possible. Make sure you review it with employees and prospective applicants. The real question is: can you ask applicants if they have ever used drugs or other substances?
This can be asked in the application process rather than in-person. It can be a yes or no question that can be answered quickly.
Ask about their work history
If you have an applicant that states they had a substance problem, you want to ask about their work history. Have they ever been fired from a job because of it? If so, you’ll want to make sure they truthfully tell you about it.
Because this can make the difference between making a good decision on hiring them or denying them employment. It’s important to use your better instincts and make a decision based on that.
Signs of substance abuse: What should you look for?
Whether it’s during the interview process or after you hired them, you’ll want to find out what signs of substance abuse they may be displaying. Here’s what you need to look for:
- They are late to the interview without prior notification. The same can be said for not showing up for their work shifts on time.
- Frequently absent from work
- Increases effort for simple tasks
- Increased isolation (professional and personal)
- Exhibits physical signs like tiredness, dilated pupils, walking unsteady, and slurred speech
- Signs of morning hangovers
- Shirking responsibilities for any errors
- Difficulty concentrating or confusion
- Increase in risky behavior that may be unsafe for the workplace
This is just a sample list of what you may need to look for in employees or prospective applicants (during job interviews). If they show these signs, you will need to take the appropriate actions. If this occurs during a job interview, you reserve the right to end the interview at any time and deny the application.
If an employee is displaying these signs, keep reading on how you can address the issue.
How to address the issue
If you have an employee that exhibits these signs of substance abuse, you will need to address it as soon as possible. Here are some steps on how to go about doing that:
- To begin, you’ll want to be cautious rather than confrontational. This can lead to aggressive behavior on the employee’s part. You’ll want to approach this in a frank manner.
- Before approaching the employee, see if they are displaying any other signs of abuse. Bloodshot eyes may be a sign of allergies or even a health problem they have been dealing with. Before you make assumptions, quietly observe and gather any symptoms they may be experiencing and determine if it’s a substance abuse issue they are dealing with.
- Let them know that there is a substance abuse policy. If they are using drugs or under the influence, you’ll want to take the necessary action. This includes sending them home to sober up. You can also issue a warning about further action if they continue to disobey the policy. Remind them that repeated violation of the policy may result in the termination of their employment.
- If they admit to having a problem (which may be rare), offer them help. You may suggest them to see a substance abuse counselor or check into a detox center. If necessary, offer to take care of the financial aspect of it. It’s important to help out your employees if and when needed. Let them know that you care about their health and well-being.
- Make sure they are willing to take the time off needed to complete their treatment. You may be able to stage an intervention and let them know of what may happen if they don’t get the help they need. It’s important that you deal with the issue as soon as possible. Otherwise, they may continue to abuse the policy and they may lose their job. Employees showing signs of substance abuse will be bad for business and customers may complain about the employee.
Final thoughts
As an employer, you need to make tough decisions. This may include denying someone employment due to a substance abuse problem. It’s up to you to make the vital decision to hire the right person.
If a current employee is dealing with a substance abuse issue, consider helping them out in the best way possible. You might have a chance to save their life (and even their job). Be sure to watch out for the signs and ensure that they kick their addiction as soon as possible.
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