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suspected drug use in the workplace

Of all drug users, 68.9% are employed and active in the workplace, according to the Substance Abuse and Mental Health Administration (SAMHSA). Employers can prohibit the use of drugs and alcohol, test for drug use, and fire employees who are engaging in illegal drug use. Along the way, Eric worked as a collaborating investigator for the field trials of the DSM-5 and completed an agreement to provide mental health treatment to underserved communities with the National Health Service Corp. GENERAL DISCLAIMER: Drugabuse.com is designed for educational purposes only and is not engaged in rendering medical advice. 0. This, despite the fact that 43% of people worry that working alongside someone under the influence of drugs makes their workplace unsafe. And always have a second party at the meeting to act as a witness. If you send the employee for drug or alcohol testing always explain that in order to rule out the possibility that the employee is in violation of the company’s drug and alcohol policy, you will be sending them for a drug and/or alcohol test. Clearly as part of this duty, if an employee is suspected of being under the influence of alcohol or drugs (whether prescription or illegal drugs) then an employer may be expected to take action to protect the employee and/or others. Try to get him to seek help on his own. The fact that some people use substances such as alcohol or illicit drugs, or that some people misuse prescription drugs is not new. By Natural HR 26/10/2016 October 19th, 2018 Employee Wellbeing. As a business leader, you need to keep an eye out for signs of drug use in your workplace. If you feel that you have a substance abuse problem, do not suffer in silence. If your company has an Employee Assistance Program, commonly called EAPs, you may want to use it to deal with this issue. Your company's employee handbook (or its verbally announced workplace policies) should state that drinking on the job is not allowed. An important first step in addressing the problem of substance abuse in the workplace is the awareness that it is a common problem not just shared by families and friends, … A quality assistance program will offer services such as counseling to deal with substance abuse problems. Arcpoint Labs of Fort Myers can help you implement a customized Drug Free Workplace Policy that will save you time and money by knowing exactly what to do in case of reasonable suspicion or an accident. Give us a call to discuss how we can help your workplace. Timothy A. Dimoff, CPP, president of SACS Consulting & Investigative Services, Inc., is a speaker, trainer and author and a leading authority in high-risk workplace and human resource security and crime issues. It is important that management also observe the behavior. And, of course, there’s a concern of reduced performance and productivity. Knowing the signs of suspected drug use in the workplace and reporting policies will help you be prepared to deal with the situation. Unfortunately, there are more people battling with alcohol issues than many of us realise, this can affect us personally and professionally. The misuse of drugs, including alcohol and other substances, can be a serious problem for the abuser, co-workers and the organisation itself. i-Sight software is a better way to manage investigations. Establishing clear policies and procedures can protect your company in the event of suspected drug use, … If you feel that someone in your workplace is using illegal substances, you need to tell a supervisor as soon as possible. You can do this privately or outside of work if it makes you more comfortable. Employees who abuse alcohol and drugs (including illegal drugs, prescription drugs, and over-the-counter drugs) -- either on their own time or at work -- can pose significant and wide-ranging problems for their employers, managers, and coworkers. Many employers are aware of how much mental illness can cost their business, but the potential cost of substance abuse is often overlooked, resulting in a shocking disparity between the help that employees need and the help they receive. You can leave a response, or trackback from your own site. Your mood swings and irritability can make you quarrelsome, which leads to … The awareness that the use and abuse of substances may affect the workplace just as the workplace may affect how a person uses substances is, … Employee Assistance Program for Drug Abuse in the Workplace. Let him know that the company is drug free and that drug use is unacceptable. Importantly, an addiction or other disability does not excuse an employee from his or her duties under the accommodation process. Most policies offer return to work rights with a clause that allows for termination if the employee is found under the influence at work again. A study by OSHA states that the most dangerous occupations, such as mining and construction, also have the highest rates of drug use by their employees. Workplace impairment as an occupational health and safety issue is of increasing concern to British Columbia employers, workers, and other stakeholders. A risk includes dangerous behaviour resulting from drug or alcohol use. In other cases, a person will have a physical addiction to a substance – in which circumstances they need help to address this. Drug activity can lead to increased violence and more crimes. A quality employee assistance program (EAP) should be made available to those who feel they may have a problem as well as those who feel they’re developing a problem. Not only that but … Frequently call out of or arrive late to the workplace. Be sure that all supervising staff members are knowledgeable of the drug code that is to be enforced. American Addiction Centers Editorial Staff, Substance Abuse and Mental Health Administration (SAMHSA), TN Department of Labor & Workforce Development. The NSDUH covers a wide range of topics, including employment status, patterns of marijuana and prescription drug use, medical marijuana laws, workplace practices, and absenteeism. The research, commissioned by Intelligent Fingerprinting to determine UK attitudes to drug screening in the workplace, also shows that one in five employees took no action to help or confront the colleague they suspected of drug use. This, despite the fact that 43% of people worry that working alongside someone under the influence of drugs makes their workplace unsafe. Managers should be trained to deal with workers who seek help. Prevention of such problems occurs by implementing an effective workplace drug program that deals with drug testing before hiring, drug testing during employment and consequences for violating the rules. Never allow the employee to drive themselves. Excessive drug use is a destructive, life-threatening habit that affects the emotional and physical well-being of the user. Not only could the employee be putting him- or herself at a health risk, he or she may also be putting other employees at a safety risk. If you suspect that there is illegal drug activity in your neighborhood, you are right to be concerned. The use of alcohol and other drugs can impact on workplaces in a number of ways, affecting relationships, safety and productivity. your password “High-functioning” does not mean healthy. Neither you nor your managers are likely experts at determining when an employee is using drugs. Drug testing is a legal issue and may depend on your company policy and legal advisors. Drug testing and educational programs have been proven to provide benefits such as: In essence, drug programs are worth the cost of running them to employers. A majority of employers (57%) conduct drug testing on job candidates, according  to a poll by the Society of Human Resource Management. The ideal program both enforces a clear policy and acts as an outlet for those who may have a problem and would like to seek help. Download your free cheat sheet on How to Deal with Employee Drug Use to learn what to do about employee drug use in your office. This can either be a manager, a member of the security team or a human resources officer. Both observers need to document their observations in detail. DEVELOPING AN ALCOHOL AND OTHER DRUGS POLICY 6 3.1 ApproAChINg A Worker Who mAY be uNder The INflueNCe 6 3.2 proCedureS for reporTINg AlCohol ANd oTher drug uSe IN The WorkplACe 7 3.3 INformATIoN, eduCATIoN ANd TrAININg 8 3.4 CouNSellINg ANd SupporT 8 Employee Substance Abuse Lawyer in New Jersey. Reporting your suspicions can also prompt an addict to seek treatment. You have a general duty under the Health and Safety at Work etc Act to ensure, so far as reasonably practicable, the health, safety and welfare of your employees. You more comfortable address this does have the option to terminate immediately for positive results. 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