A work environment can be overwhelmingly stressful and demanding. That is why some individuals indulge in substance use to help them face the stress encountered at work. On the other hand, it is also no news that most work environments expect their employees to think sharply, have quick reflexes, and always be alert. Interestingly, studies have shown that even minimal amounts of substance use can impair a worker’s reflexes, reasoning, judgment, and reaction time, consequently putting them at risk of occupational injuries.1 So, while probably using a substance to overcome stress, an employee might start a chain of events that cause a lot of problems in the workplace.
Some ways substance abuse may cause problems at work include:
- Spillover effects such as withdrawal symptoms or hangover, which may affect an employee’s performance at work throughout the day.
- The rippling emotional or psychological effects which affect the job performance of the co-workers.
- Lowered productivity due to illness or absence of a substance user.
- Loss of focus, as well as time lost while trying to obtain and use substances at work.
- The room created for illegal activities, as the workplace might become an exchange/selling medium for illicit drugs.
How much of a problem is substance abuse in the workplace?
Substance abuse in the workplace is a problem that affects the employer, employee, customers, the business, and the economy as well. It has an encompassing effect that does nobody any good. A report from the National Council on Alcoholism and Drug Dependence Inc. (NCADD) showed that drug abuse costs employers an average of $81 billion annually.2 A statistic strengthened by the fact that about 70 percent of the about 14.8 million Americans who partake in substance use are employed.
The cost incurred is drawn from various problems stemming from substance use, including absenteeism, injuries, theft, dampened morale, increased health care, and legal liabilities.
For employers, it is an $81 billion problem, but for the employee, this problem surpasses the one that can be quantified monetarily. Within its confines, substance abuse poses lots of social, familial, financial, and emotional costs spread across various aspects of the employee’s existence. If a worker is to be fired as a result of their continuous substance use, the glaring effects of the costs listed above become a reality.
Substance abuse in the workplace is a problem requiring utmost attention, as its effects could be catastrophic and far-reaching. We will be focusing on two key players — the employer and employee — who feel the direct effects the most as we discuss how to handle this problem.
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How can an employer handle substance abuse in the workplace?
When an intoxicated employee makes a costly mistake or gets injured in the line of duty, the burden of responsibility is mostly heaped on the employer. Sometimes, this responsibility translates into a prolonged legal battle that might ruin the image of the business or disrupt the normal flow of operations.
Here, we will briefly discuss some practical techniques you can push for or apply as an employer, to lessen substance abuse and its accompanying impacts in the workplace.
First off, it is important to note that over 70 percent of substance users are employed. So, while your company might be taking precautionary measures to avoid employing people with an addiction, it is still possible to have a few in your payroll.
Furthermore, Americans with Disabilities Act (ADA) lists people with certain types of addictions, and at certain stages of recovery as people with disabilities.3 In some given conditions, firing someone with addiction in the first instance might place you on the wrong side of the law. You should understand the fine prints that highlight how to deal with employees with an addiction legally.
Consider incorporating the Employee Assistance Program (EAP) into your business structure. EAP gives you the leverage to refer employees with an addiction to a drug rehab, where they can undergo an inpatient/outpatient addiction recovery process.
Also, it provides an avenue for educational programs to be offered in the workplace, thus sensitizing the employees on addiction. Employers with successful EAPs report an improvement in the overall performance of their employees, as well as an improved bottom-line.4
One of the reasons employees wallow so deep in addiction is due to the stigma associated with it. Employees who feel they need help but sense an impending hostility if they seek help in the workplace might never speak out. Therefore, employees need to be involved in the development of the company’s code of conduct or behavioral policies guiding the workplace. Policies revolving around substance use would be substantial in alerting the employee on the —
- Corporate channels an employee can use to seek help discreetly
- Forms of assistance available for substance users
- Types of addictions eligible for the assistance
- Conditions requiring drug or alcohol tests by the company
- Rights of an employee to confidentiality
- Disciplinary actions exactable within the employer’s rights.
You should note that as an employer, it is not your job to assess the mental or physical state of your employees professionally. If you suspect that your employee is a substance user, you should request the assistance of a recovery specialist, such as a professional from Delray Beach Substance Abuse Treatment.
Lastly, occasional drug tests should be part of the corporate structure, this will help keep non-users from indulging, and influence substance users into taking necessary steps to quit.
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How can an employee handle substance abuse in the workplace?
As an employee, it is your responsibility to access all options made available by your workplace as measures for handling substance use. If the guiding company policy on the subject is not clear to you, request for clarification; know what applies to you, and how to proceed within your legal limits.
In a situation where your employer does not assist, then you should seek help externally. Opt for a drug detox program that offers personalized treatment around a flexible schedule that doesn’t affect your work-life or performance.
A general solution
Substance abuse in the workplace is a reality we all should acknowledge. It is nothing that we should allow stigma, shame, or self-loathe to overshadow. It should be addressed with the utmost concern towards the benefit and wellbeing of all the parties involved. If you, as an employer or employee, are having trouble dealing with substance abuse in the workplace, then it is high time you get professional recovery specialists involved.
References:
- https://www.rand.org/content/dam/rand/pubs/occasional_papers/2009/RAND_OP247.pdf
- https://ion.workforcegps.org/-/media/Global-Site/Content/Resources/Global-Content/Opioid-and-substance-abuse-Employment-Facts-2018–09062018.ashx
- https://adata.org/factsheet/ada-addiction-and-recovery
- https://www.ehstoday.com/health/article/21916172/drug-abuse-costs-employers-81-billion-per-year
