Good communication with your employees is an essential function in all workplaces, and extremely important when dealing with the company’s drug-free workplace program. When working with employees, supervisors must be aware of potential employment–related legal issues and practice standards.  When the interaction includes discussions of substance use, the supervisor must also be aware of and understand the disease nature of substance use, substance use disorders, and addiction.

Supervisors should prepare ahead by ensuring they have followed all the required steps of the drug-free...

Alcohol Use and Its Effects on the Workplace

As one of the most commonly used substances, the effects of alcohol use by employees can have a big impact to the workplace.  Absenteeism, job turnover, accidents and injuries, increased insurance costs, theft, and increased training costs are all some of the negative effects that result from the use of alcohol and other drugs in the work environment.

Employers can encourage and positively influence workers to consider the amount of alcohol they consume and individually adopt strategies to reduce their drinking and make healthy...

As a manager, knowing the steps to take to properly document situations such as the reasonable suspicion of substance use is of paramount importance. This documentation, along with the results of drug and alcohol testing, provide the basis for potential serious employment action in accordance with company policy.  The resulting steps may include but are not limited to the following referral programs: Employee Assistance Program (EAP), medical and/or substance use evaluation and treatment, or other appropriate resources in the area.

It is imperative that supervisors and managers...

Although the World Health Organization (WHO) is rightfully focusing its 2020 World Health Day promotion on nurses and midwives, we wish to promote the universal importance of health and safety in the workplace especially related to the dangers of substance use.

In a 2013 report, the International Labour Organization estimated that globally there are more than 3 billion workers (International Labour Organization, 2013). WHO stated that employees spend an average of one-third of their lives generating the products and services of their countries, however, 15.8% of occupational risks to...

Most employers strive to provide a safe and healthy work environment as well as encourage their employees to have healthy lifestyles.  They consider the use of drugs and alcohol on the job to be an unsafe counter‑productive work practice and a serious threat to all of their workers and the public. In consideration of this, most employers prohibit the use, of illegal drugs and alcohol at work.

While drug testing can indicate the presence of a drug, it does not indicate the level of impairment. Additionally, there are many impairing substances, such as designer drugs, or inhalants, that...

When creating a drug-free workplace policy, there are a number of key considerations that an employer must make.  Among those decisions may be: what drugs will be included, which employees will be included, and the behaviors to be included.  While the focus of a policy that prohibits certain behaviors can easily shift to a seemingly negative, punitive consequence, the emphasis of a drug-free workplace policy must remain on safety and health to make this a win-win for all stakeholders.

Considering the possible consequences for a violation to an employers’ drug-free workplace...

Hello!

Here is a link to the recording of our Impacts of Marijuana and Opioids on the Workplace Webinar held 26 February 2020.  
 

https://zoom.us/rec/share/4eAuMq7yyzJOT6vU5hz9Ga4sQqPVT6a8g3Ib8vdfxBmRr7ydyRqiyt1dTQacBF3n

You may respond here if you have any questions.  Also, please stay tuned for announcements on future drug free workplace webinar events in the coming months.

Observed Workplace Issues – Indiana Business Survey

These data are from a survey of employers in the U.S. state of Indiana.  The employers were asked to identify which problems they experienced in their workplaces. Respondents could check all that apply.

Employers who observed a substance misuse issue - 80%

The substance misuse issues identified by the employers were as follows:

1. Use of Rx painkillers at work - 59%
2. Positive drug tests for prescription - 41%
3. Absenteeism or missed work - 41%
4. Family member affected - 40%
5. Impaired/decreased job performance - 35%
6. Borrowing...

Here are some of the observable impacts of substance misuse in or affecting the workplace:

1. Tardiness/Sleeping on the job
2. After-effects of substance affecting performance such as hangover
3. Poor decision making
4. Loss of efficiency
5. Theft
6. Increased absenteeism
7. Accidents
8. Lower morale of co-workers
9. Increased likelihood of trouble with co-workers and/or supervisors
10. Preoccupation with obtaining and using drugs at work
11. Interferes with attention and concentration
12. Illegal activities at work - buying or selling drugs
13. Higher employee turnover requiring the training of new...

A supervisor is responsible for the productivity and performance of an operating unit. Employees are the greatest resource in this mission toward success.  With this in mind, it is also important to provide a safe and healthy workplace to protect these valuable assets.  Enhancing one’s supervisory skills will help any leader meet his or her goals.

The objective of the supervisor is to demonstrate leadership and job knowledge that motivates employees to meet the goals of the company.  Becoming a supervisor requires education on the specific job functions, responsibilities, and standards, as...

Wellness and recovery-friendly workplaces programs complement the drug free workplace by maintaining the focus on healthy lifestyles with the goal of preventing disease, unhealthy behaviors, and substance misuse.  They can be put in place separately or together to support and balance a drug free workplace program.

Wellness workplaces

Best practices that organizations can adopt to promote worksite wellness can include:

•             Forming a worksite wellness committee

•             Healthy eating (groups form with meetings at lunch, or after work, e.g. Weight Watchers...

Laws on drug-free workplace programs may be very complex, non-existent, or somewhere in between, but employers can follow some simple steps to set a foundation for ensuring compliance, fair application, and consistency.

The following best practices are helpful for all organizations that strive for a drug-free workplace:

1. Ask the experts
   Consult an employment attorney or legal counselor whenever you alter your drug-free workplace policy, or if you’re launching a new program.
2. Set clear penalties for policy violations
   If your policy includes a drug-testing program, state who will be tested...

Over the past decades in the U.S., studies were performed to determine the efficacy of drug-free workplace programs.  Here are some of those results:

• Workers’ Compensation Insurance claims: 38% to 50% of all claims are related to substance abuse in the workplace; substance abusers file three to five times as many claims.
• Medical costs:  Substance abusers incur 300% higher medical costs than non-abusers.
• Absenteeism: Substance abusers are 2.5 times more likely to be absent eight or more days a year.
• Lost productivity: Substance abusers are one-third less productive.
• Employe...

Why do employers perform drug testing in the workplace? There are many reasons but primarily drug testing is used by organizations to avoid hiring new employees that may pose risks in the workplace, create a safe work environment, support employee health and safety, comply with governmental or industry mandated regulations, address acute workplace drug use problems, and demonstrate social responsibility.

Employers that conduct drug testing typically do so at, or following, pre-determined circumstances. They may include pre-employment, post-accident, and reasonable suspicion testing...

Studies have found that nearly 80% of people suffering from illicit substance abuse hold full or part-time jobs. This means that they aren’t keeping their drug use separate from their work because drug abuse typically spreads into every aspect of a person’s life. Employers around the globe face the realities that, one or more of their employees may be taking illegal drugs, or abusing prescription drugs, and the only way they can help prevent drug use from affecting their business is to establish a Drug Free Workplace Program (DFWP). As an employer, it doesn’t mean that you are suspecting or...

The following components of a drug free workplace program are typical of many employers’ comprehensive program features. Of course, details may vary by country or locale, industry standards, employment practices, or laws.

Written drug free workplace policy – the written policy identifies the specific provisions of the employer’s drug free workplace program and how infractions will be handled.

Drug and alcohol testing – testing workers for the presence of drugs or alcohol creates a deterrent effect that encourages them to avoid the use of substances outside of those prescribed by their...

Good morning! 

Just a few weeks ago, we observed Drug Free Work Week in the U.S. It was originally founded to improve safety and health in the construction industry through drug-free workplace programs. The first Drug Free Work Week was observed in 2006, and in subsequent years, more and more organizations—representing a range of industries—also rallied behind the effort, helping to firmly establish it as an annual opportunity to reinforce to employers and employees alike that “working drug free works.”

Today, employers and stakeholders for safe and healthy workplaces, promote this...

Hello everyone!  We are excited that our workplace prevention forum is now open. We will post information, news, resources, research, and much more, as we move forward.  This is the place to voice your questions  and to participate in discussions regarding substance abuse prevention in your work environment.

Best regards,

Karen Belanger, Moderator