Employee Drug Abuse: The Right Way to Deal With Addicts in Your Company

Drug abuse can be one of the biggest roadblocks to employee productivity and is a nightmare for many employers across the globe. According to a white paper titled “Drug and Alcohol Awareness”:

Drug abuse costs employers $ 81 billion annually

70% of an estimated 14.8 million Americans who use illegal drugs are employed.

Drug abuse by an employee can lead to productivity loss, regular absence from work, injuries and traffic accidents. So, the question is how to deal with this situation? Take these measures while addressing drug abuse among st your employees.

1. Prepare a well-documented drug abuse policy that condemns drug use at work. Make every employee read and sign an agreement to make them understand the policies.

2. Watch out for the signs of drug abuse amongst employees in your workplace.

3. Deal promptly with employees who have a drug abuse problem.

Signs An Employee is Abusing Drugs in the Workplace

There are different signs that you can keep a watch on to identify if someone might be addicted to drugs.

1. A sudden change in the behavior or personality of the employee

2. Poor hygiene

3. Poor productivity

4. Increase in number of poor decisions or bad judgment taken by the employee

5. Failure to meet deadlines or not showing up in meetings

6. Sudden display of forgetfulness or confusion.

Apart from the signs mentioned above, an employee having a drug abuse problem will also show signs of depression, anxiety or other health concerns. It is extremely critical for you as an employer to deal with the situation empathy and careful judgment.

Measures to Deal With Employee Drug Abuse

1. Gather Evidence

If you suspect an employee is abusing drugs, the very first thing that you need to do is to gather evidence. Remember, it is never right to approach the employee having a drug abuse problem directly, and question him regarding this habit. Rather, you should document instances where there have been performance issues with the complete account of date and time.

There are organizations who still do not have the mandate to conduct mandatory drug testing. But, if permitted, conduct a drug test. Before approaching the employee, the best approach is to review the signs of abuse with an Employee Assistance Program Counselor.

2. Schedule one-to-one meeting with the employee

Notify the date, time and place of the meeting with the employee to discuss their performance. Always ensure that you hold the meeting at a private place. Be discrete and selective while disclosing the conversation that takes place at the meeting in the organization. The key is to win the confidence of the employee to let them open up to you.

3. Start the conversation on a lighter tone

Unless there are obvious signs of job impairment by the employee, the best resort is to avoid asking the drug abuse question directly. Instead, focus on the employee’s job performance. Encourage them to tell you their part of the story. Refer the employee to the Employee Assistance Program and explain them that if their performance does not improve then there can be disciplinary action taken against them and in some circumstances, even termination.

4. Have a plan B is the employee denies drug abuse

Remember, at the very first instance the employee will never come up with the correct version of their story. So, be prepared for them to be in denial stage early on. In case, the employee denies having a drug abuse problem and also refuses to take the assistance from the Employee Assistance Program, take a note of the problems and discipline the employee, if required.

5. Encourage professional help once he/she agrees to the problem of drug abuse

After the first denial, the employee may agree to the problem of drug abuse, albeit with much intervention. The best thing in such a situation is to make them sit with colleagues and other people who are close to the addicted person. Confront them and ask them to take professional help. But, the important thing is this work-based intervention should come from a trained professional. Contact your Employee Assistance Program Counselor for more information on this subject.

6. Give the contact of drug abuse prevention agencies to the employee

There are communities who have a list of drug abuse prevention agencies and resources. Inquire from the local organizations about any educational material or recommended resources for people dealing with drug abuse. By providing a list of treatment facilities, support groups and other resources to the employee you are giving them a perfect place to restart their life.

7. Keep yourself updated with the laws pertaining to workplace drug use in your country

There are countries where addiction qualifies as a health condition under the provision of the Federal Family and Medical Leave Act (FMLA). This means that if the employee is receiving company insurance, they are eligible for a maximum of 12 weeks of unpaid leaves without fear of losing the job. Keep yourself educated with the FMLA rules and other employee job protection laws, that protect the employees with drug abuse problems.

8. Offer total support to the employee

In order to make the employee recover from the drug abuse problem, ensure that you provide complete support to them. You can do this by providing medical insurance that consists of comprehensive health plans covering all the stages of the treatment of drug abuse disorders. Always opt for the best plans that covers treatment, counseling, aftercare and educating the employees about the dangers of drug abuse.

During the recovery stage, follow up with the employee after they graduate from rehab. After the employee completes the addiction treatment program shift them to a less stressful job. It can be a new position that does not deal with stressful situations. Give the employee enough leeway to attend outpatient counseling sessions and group meetings.

Conclusion

In the end, it has got to be said that dealing with an employee having a drug abuse problem is never an easy proposition for an employer. Multiple things go in the minds of the employer while taking the final call on whether to retain or fire an employee having a drug abuse problem. But, the ones who offer second chance to the employees, provide enough motivation to them in pursuing the recovery process.

All About Employee Drug Testing In The US

Employees are key to the success of any organization. Due to their efforts, tasks and projects are completed on time. But, the problem starts when some of your employees start showing unprofessional conduct in the workplace. One of the reasons for such change of behavior can be attributed to drug use. That is why it is important for organizations to conduct employee drug testing.

Drug tests are conducted to find out any evidence of drug use, from normal prescription medication to illicit drugs. But, for the right results it is important for organizations to have a strict written policy pertaining to drug use that needs to be circulated amongst employees. It is also very important to educate the potential dangers of drug abuse.

Before you contemplate on conducting employee drug testing, you should know the answers to these five questions. They will assist you in making the right decision.

1. Why do I need to conduct employee drug testing?

When employees take drugs it has an adverse effect on their health and safety. It also results in decreased productivity and poor employee morale. You can also incur additional costs in the form of health care claims, especially short term disability claims. Some of the common reasons to conduct employee drug testing, include :

• To stop the employee from taking drugs
• To identify those employees early who are drug addicts that can be corrected
• To provide a safe work environment for other employees in the organization
• To protect the general public and instill confidence in their minds that employees are working safely
• To comply with State Laws or Federal regulations
• To take benefit from Workers’ Compensation Premium Discount programs.

2. What is the procedure of conducting employee drug testing? How accurate is it?

Normally employers are given a liberty when it comes to determining how an employee drug testing will fit in their organization. Only federally regulated organizations like the U.S. Department of Transportation have to comply with some regulations when it comes to drug testing.

Federal agencies conducting drug tests need to follow the SAMHSA Mandatory Guidelines for Federal Workplace Drug Testing, require a medical officer to be present during testing. For workplace testing, urine analysis is the most common testing method being used which is conducted at a doctor’s clinic or medical facility selected by the employer. During the process, the employee provides a urine sample that is managed appropriately to avoid adulteration while also maintaining the privacy of the individual.

If SAMHSA guidelines are followed, the sample will be taken to a certified laboratory for comprehensive testing. It has been observed that the accuracy level is high at these laboratories as they are certified to test for five primary substances and alcohol. If the tests are found to be positive, the employer will be informed. It should be noted that certain medications will produce a positive result, hence it is important for the employees to provide any information pertaining to the prescribed medication that is taken.

3. What is the cost of conducting employee drug testing?

The cost of conducting employee drug testing is dependent on the frequency of the test being conducted and the amount you are able to save on the setup cost. But before you contemplate on conducting drug test it is important to include a new section in the employee manual about the rules and regulations for conducting employee drug testing. Have an attorney look at the things before you finalize it as laws governing drug testing differ greatly from one state to another and even by municipality. Check out the state-by-state summaries of laws and regulations regarding drug testing.

After having a policy in place, the tests range between $ 25 to $ 45 for five-panel or 10-panel drug screen test. To get the exact cost of conducting employee drug testing on an annual basis, calculate the estimated times you experience workplace accidents which will prompt you to conduct the test and the frequency of conducting random drug test on the employees.

4. Are there any chances for the employee drug test results to be unreliable?

It has generally been observed that drug testing laboratories show reliable results. But the drug tests used by many organizations can be unpredictable. The most prevalent used screens can provide false positive results between 10 to 30 percent of the time. This false positive result can be attributed to result from the drug screen to confuse like compounds.

Let us now look at some common compound confusion that lead to false positives:

• Advil for marijuana
• Nyquil for amphetamines
• Vicks Formula 44 for heroin

There are certain over the counter items that produce positive results, including :

• Contac
• Herbal teas
• Poppy seeds
• Sudafed

There are certain tests that are more precise but they are expensive and used less frequently.

5. What are the different kinds of employee drug tests available?

The different kinds of employee drug tests include:

A ) Urine, blood, hair and saliva tests

These tests show whether the employee has used illicit drug in the past.

B) Blood, breath and urine tests

Typically conducted if an employee is suspected to be high on drugs.

C) Five-panel screen tests

Tests conducted in a lab to screen the combination of illegal and legal-but-often-abused-drugs for amphetamines like Methamphetamine also known as “crystal meth”; cannabinoids such as marijuana; phencyclidine or PCP; cocaine,including “crack” cocaine; and opiates such as codeine, heroin, Vicodin, morphine and oxyco done.

D) 10-panel screen tests

Conducted to screen employees for substances mentioned above along with benzodiazepines or “downers” and barbiturates; propoxyphene; methaqualone or “ludes” and methadone.

Conclusion

If you are seriously thinking about introducing employee drug testing in your organization, establish your organization’s policy regarding drug testing. Address these questions in the policy:

1. What consequences will the employees face when the test results are positive?

2. What would be the frequency of the test? Who will be tested?

3. Who is going to administer these tests? One of your employees or laboratory?

4. How will you keep the information of the employee being tested confidential?

5. Whether you would like to manage the drug-testing program or take the services of an experienced background screening vendor?

Once you have addressed these questions, inform your employees about the new policy and ensure that you follow the local and state laws pertaining to employee drug testing. This way your workplace will become a safe place and you will have the peace of mind, that you have made a huge difference in your organization.

How Important is Drug Testing for Screening Candidates?

An organization that tries its level best to keep its workplace drug free is the place that consumers trust. According to the 2017 Employment Screening Bench marking Report, drug testing is becoming a crucial aspect of pre-employment background check of employees. Without conducting drug tests for background screening and re screening of employees, organizations can face serious repercussions.

According to 2017 Employment Screening Bench marking Report, drug tests remain a prominent part of the background check process and the percentage of organizations that avail of drug testing services has remained relatively consistent over the last 10 years (66%) with an increase in drug testing in 2012 and 2013 (78%).

Let us now look at the reasons that makes drug testing an important component for screening candidates.

Reduces regular cases of unpunctuality and absence from work duty

Due to chronic use of illicit drugs employees resort to unpunctuality and absence from work duty. This addiction leads to a regular pattern of substance abuse to the point that the employee is not able to perform his regular work duties properly. When the entire life of the employee resolves around the use of drugs or substances, they lose the motivation to continue the career dreams. This results in neglect of daily work duties. Hence, drug testing is very important to select an employee who is sober.

Reduces legal liability of employers

With the help of workplace drug testing, employers ensure a safe work environment for other employees. It assists in identifying those who might be using drugs during the work. Any incident that occurs in the office premise puts the employer in legal problems.

Increases productivity of employees

When the employer ensures safety in the workplace, it results in increased productivity. The use of drugs has a direct impact on the decision-making capability of the employee which also affects their productivity and efficiency. When there is no threat of meeting with accidents in the workplace as a result of substance abuse, employees can perform better resulting in less absenteeism.

Lowers recruitment cost

Employers have to take prompt decision when they find an employee using drugs in the office premise. This often results in firing the employee doing drug abuse. But hiring new applicants also means incurring additional costs. With the help of workplace drug testing, employers can save their time and money by selecting only those candidates who have a sober history.

Increases employee morale

By keeping only those employees who are sober, the rest of the employees who are sober feel that their safety is being valued by their employer.

Useful criteria for hiring

Although several employers might think pre-employment drug testing as a costly affair, it acts as a crucial factor in eliminating those applicants who have a history of drug abuse problems.

Boosts the brand image of the employer

When an employer goes out of the way to ensure a healthy and safe work environment for their employees, it shows their commitment to their employees. This increases the brand value of the organization, thereby inculcating customer trust.

Conclusion

Drug testing has become a necessity in today's workplace. Although, drug testing is not seen as an important part of pre-employment background screening by several organizations, it is a vital step in the overall selection of a good employee that meets the organizational goals. 

Vivek Asrani is a content specialist at cFIRST Background Checks, a leading service provider of background screening services including drug testing services. Vivek writes about the various aspects of recruitment technology.