Substance Abuse

In the Workplace
What Supervisors Need to Know
 Session Objectives
You will be able to:
• Identify the harmful effects of substance abuse
in the workplace
• Enforce requirements of our policy and
the law
• Recognize signs of an abuse problem
• Take effective steps to assist employees in
getting help, while protecting other workers
and the organization

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 Session Outline
• Scope and cost of the problem
• Requirements of the law and our policy
• Your role in dealing with substance abuse
• Confidentiality and documentation
• Detecting substance abuse on the job
• Taking effective action

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 The Scope of the Problem
• Substance abuse is a
serious workplace issue
• 10 percent of workers
have a problem
• Most substance
abusers are employed
• Anyone can be a
substance abuser

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 The Cost of
Substance Abuse
• Substance abuse costs
more than $50 billion
annually
• Abusers are:
• Less productive
• Lose more time from work
• Abusers have more
accidents

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 The Cost of
Substance Abuse (cont.)
• 40 percent of industrial fatalities are linked
to substance abuse
• 47 percent of all occupational accidents
can be attributed to substance abuse
• Substance abuse also leads to theft and
crime in the workplace

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 Drug-Free Workplace Act
• Written policy
• Awareness program
• Reporting requirements
• Disciplinary action
• Rehabilitation

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 OSH Act
• Duty to provide employees with a workplace
“free from recognized hazards that are
causing or are likely to cause death or
serious physical harm”
• Substance abuse is such a hazard

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 Our Policy
• Prohibits the possession, use, or sale of
drugs or alcohol on company premises
• Forbids working under the influence
• Provides assistance for employees who want
help for an abuse problem
• Imposes discipline on those who refuse help

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 You Play a Key Role
• Promote awareness of the problem
• Communicate company policy about
substance abuse in the workplace
• Monitor employee performance
• Refer abusers to professionals for assistance

• Administer appropriate discipline

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 Confidentiality
• Employee privacy
requirements
• People in the
information loop
• Beneficial effects of
confidentiality

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 Documentation
• Documenting performance
• Recording on-the-job incidents
• Recognizing patterns of behavior
• Increasing the possibility of early intervention
• Keeping a record of supporting actions
and recommendations

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 Substance Abuse Basics
• Questions?

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 Detecting Substance Abuse
• Performance monitoring
is the key to detection
• Abuse may not be
obvious
• Abusers try to hide their
problem

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 Detecting Substance Abuse
(cont.)

• Co-workers may be reluctant to speak up

• Family and friends may be involved in
secrecy and denial

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 Alcohol Abuse
• Social drinking
• Symptomatic drinking
• Addictive drinking: the
final stage

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 Early Warning Signs
• Inexplicable fall-off of work efficiency
• Frequent tardiness
• Excessive use of sick days
• Sudden decisions to use vacation time
• Involvement in accidents, near misses,
and errors
• Heavy use of breath sweeteners

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 Early Warning Signs (cont.)
• Fatigue
• Weight loss
• Facial changes
• Mental slowdown

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 Impairment in Functioning
• Low tolerance for
frustration
• Impulsiveness
• “Know it all” attitude
• Anxiety
• Oversensitivity

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 Impairment in Functioning
(cont.)

• Isolation
• Defiance
• Mood swings
• Rationalization
• Dependency

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 Drug Abuse
• Profile of a drug abuser
• Forms of drug abuse
• Safety concerns
• Productivity and quality concerns

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 Early Warning Signs
• Otherwise inexplicable changes in
performance
• Excessive tardiness and absenteeism
• Increased number of accidents or near
misses
• Changes in appearance
• Attitudinal and behavioral extremes

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 Early Warning Signs (cont.)
• Mood swings
• False confidence
• Mental slowdown
• Secrecy

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 Common Drugs
• Marijuana
• Cocaine
• Heroin
• Amphetamines (a.k.a.
“speed” or “uppers”)
• Prescription drugs

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 Detecting
Substance Abuse
• Questions?

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 Be Prepared to Act
• Never ignore a problem

• Talk to the employee

privately
• Give the employee an
opportunity to respond

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 Be Prepared to Act (cont.)
• Alert the employee to programs within and
outside the organization that can help
• Emphasize that employee must meet
established standards
• Warn about possible discipline
• Monitor performance and behavior

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 How to Handle a Crisis
• Signs of a crisis
• Call in your manager or
another supervisor
• Quietly remove the
employee
• Recommend a medical
evaluation

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 How to Handle a Crisis (cont.)
• If the employee refuses medical evaluation
• Document the incident

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 Substance Abuse Checklist
1. Familiar with our policy? YES NO
2. Understand requirements of
Drug-Free Workplace Act? YES NO
3. Remind employees about policy?
YES NO
4. Distribute and post information
about substance abuse? YES NO

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 Checklist (cont.)
5. Know how to refer employees
with abuse problems? YES NO
6. Know what to do in an alcohol-
or drug-related emergency? YES NO
7. Familiar with the symptoms
of alcohol abuse? YES
NO

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 Checklist (cont.)
8. Familiar with the symptoms
of drug abuse? YES NO
9. Document incidents that might
be alcohol- or drug-related and
maintain confidentiality? YES
NO

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 Key Points to Remember
• Substance abuse threatens the safety and
security of our company and employees
• Never ignore suspected abuse
• Take immediate action under our policy to
get abusers the help they need and to
protect your other workers and the
organization

© Business & Legal Reports, Inc. 0909