[{"@context":"http:\/\/schema.org","@type":"BlogPosting","citation":["https:\/\/www.nsc.org\/getmedia\/9dc908e1-041a-41c5-a607-c4cef2390973\/substance-use-disorders-by-occupation.pdf","https:\/\/www.nsc.org\/workplace\/safety-topics\/drugs-at-work\/drug-use-in-the-workforce-whos-affected","https:\/\/www.osha.gov\/laws-regs\/standardinterpretations\/2018-10-11","https:\/\/www.usccr.gov\/files\/pubs\/ada\/ch4.htm","https:\/\/guidinglightworks.org\/addiction-rehab\/"],"description":"Valuable ways to spot drug or alcohol abuse, rules and policies, and providing help and support to help manage substance abuse in the workplace.","dateModified":"2023-07-26","datePublished":"2023-07-26","name":"Managing Substance Abuse in the Workplace","headline":"Managing Substance Abuse in the Workplace","subjectOf":"https:\/\/jobbloghq.com\/hr-blog\/","url":"https:\/\/jobbloghq.com\/hr-blog\/managing-substance-abuse-workplace\/","articleBody":"Substance abuse in the United States is a serious problem that exists in workplaces of all types. According to the National Safety Council, almost 9% of working adults have a substance use disorder. That includes 6.7% of the workforce who have an alcohol use disorder and 1.6% who have a cannabis use disorder. Although the highest rates of substance use disorders are found in industries with younger, male-dominated workforces, such as construction, no industry is untouched by alcohol or drug abuse.\n\nSubstance abuse in the workplace is linked to a wide range of problems. While under the influence of drugs or alcohol, an employee can create stress for coworkers, cause a work-related accident, or damage property owned by either coworkers or the company.\n\nBecause of the serious impacts of substance abuse on the workplace, nearly any business can benefit from a solid substance abuse policy. It will help protect all employees and promote a safe and healthy work environment. While often voluntary, some businesses are legally required to institute a substance abuse policy due to the nature of their work.\n\nDefinition of Substance Abuse\nSubstance abuse means using any substance that can impair a person\u2019s judgment, clarity, and functioning, whether on the job or in another area of life. Examples of substance abuse in workplace situations might include coming to work high or drunk, drinking or using illicit drugs on the job, or using any form of drugs or alcohol during breaks and lunch.\n\nFor most companies, substance abuse is defined as the use of illegal drugs or alcohol abuse. Yet some companies extend the definition to include legally obtained drugs too. These might include over-the-counter and prescription diet pills, pain medications, muscle relaxers, and opioids.\n\nSigns of Employee Substance Abuse Problems\nSubstance abuse disorder (SUD) may be noticeable in the workplace by awareness of some telltale signs. If an employee exhibits a number of these, especially signs over time, further investigation may be warranted.\n\nFrequent absences\nUnexplained disappearances from the work site\nUnreliability in meeting deadlines\nFluctuating job performance\nIncrease in accidents\nInattention or poor judgment that leads to mistakes\nProblems with coworkers\nIn addition to these signs, physical symptoms are an immediate sign of an employee using illegal drugs or drinking on the job. If an employee is observed at work with an unsteady walk, slurred speech, dilated pupils, or extremes in lethargy or hyperactivity, it may be necessary to take steps outlined in the employee handbook for the sake of safety.\n\nAlcohol and Drug Policy in the Workplace\nMany workplaces implement a substance abuse policy (or a drug-free workplace policy) to ensure that expectations are spelled out. A good substance abuse policy outlines the business\u2019s rules, processes, and guidelines regarding the use of drugs and\/or alcohol while on the job. This may include policies related to using, manufacturing, or distributing alcohol or illegal drugs in the workplace.\n\nThe substance abuse policy is often part of the employee handbook. The policy spells out how instances of substance abuse will be handled, drug testing requirements, and disciplinary action for a positive drug test or any other infractions of the rules.\n\nRules and Regulations Around Substance Abuse in the Workplace\nA number of laws and regulations touch on alcohol and drug abuse in the workplace.\n\nEmployment Drug Test Laws\nSeveral types of drug tests are permissible based on OSHA regulations, including pre-employment and random drug testing. In the event of an accident, employers are allowed to screen employees for drugs or alcohol as part of a post-incident assessment, according to OSHA, as long as the drug screening is not undertaken to discourage workers from reporting incidents.\n\nADA Accommodations\nThe Americans with Disabilities Act (ADA) also applies to employees with an identified substance use disorder, holding disabled individuals to the same standards when it comes to drug or alcohol usage in the workplace. The ADA allows drug testing and policies that prohibit the use of illicit drugs and alcohol on the job.\n\nHowever, some recovering drug or alcohol-addicted employees are covered under special ADA rules. Employers must provide reasonable accommodations for workers with a substance use disorder who are in treatment programs or for workers who have recovered from addiction. ADA accommodations may take the form of job restructuring, part-time work or modified schedules, or a leave of absence to attend a drug or alcohol treatment meeting. This is one of the most important statutory requirements of the ADA.\n\nDrug-Free Workplace Act\nFor businesses that have large federal contracts, the Drug-Free Workplace Act calls for a Drug-Free Workplace Program. A Drug-Free Workplace Program includes drug testing requirements as well as:\n\nworkplace substance use education\nconfidential screening and treatment referrals by employee assistance programs or health professionals\nconfidential follow-up care for employees\nsupervisor training\nclearly defined second or last-chance policies, return-to-work procedures, and safety procedures for employees prescribed opioids\nOther Workplace Substance Abuse Regulations\nOther substance abuse regulations may apply depending on the type of workplace or employment. Examples include:\n\nlaw enforcement positions\nairline employees, interstate motor carrier drivers, and railroad engineers governed by Department of Transportation regulations\nsafety-sensitive jobs established by the Department of Defense and the Nuclear Regulatory Commission\nHow to Help a Worker with a Substance Abuse Problem\nThere are a number of ways that employers can help a worker who has a substance abuse disorder. Some ways to support workers include:\n\nOffer robust health insurance that helps manage prescription opioid use and requires prescribers to abide by CDC guidelines for prescribing.\nOffer SUD treatment coverage including screening to increase the rate of identification of risky or unhealthy drug\/alcohol use.\nOffer supportive policies and programs (including return-to-work plans) for employees who took leave.\nOrganize worker peer support programs to help workers who are dealing with job stress.\nProvide an employee assistance program (EAP) with 24\/7 counseling access for all workers who might have common forms of mental illness or problems that interfere with work or home life.\nRehab and Recovery Programs\nOnce a worker acknowledges a substance abuse problem, one of their best options for successful treatment is a targeted recovery program. For employees in Michigan, Guiding Light\u2019s drug and alcohol rehabilitation program offers an intensive option for rehab, long-term recovery, and relapse prevention. And it\u2019s 100% free. According to Substance Use Disorders by Occupation\u2013a report from the National Safety Council\u2013employers who take the positive step of addressing employees\u2019 substance abuse problems can considerably reduce costs related to turnover, absenteeism, and health care.\n\nSupporting Workers Returning from a Rehabilitation Program\nPeople who have experienced a substance use disorder and received professional help by attending a rehabilitation program can be model workers, especially in a supportive workplace environment. A supportive workplace can help prevent workplace factors that prolong a substance use disorder and lower barriers to receiving care. Supporting workers may include building awareness to reduce the stigma around substance abuse problems, and hosting health-focused and alcohol-free work social events.\n\nSubstance abuse in the workplace affects employee well-being, coworker safety, and the business\u2019s bottom line. Managing substance abuse means developing policies that keep drug or alcohol use out of the workplace \u2013 a balancing act that is well worth the investment.","copyrightYear":"2023.0","isFamilyFriendly":true,"isAccessibleForFree":true,"timeRequired":"P0Y0M0DT0H5M0S","wordCount":"1191","image":{"@type":"ImageObject","url":"https:\/\/jobbloghq.com\/wp-content\/uploads\/2023\/07\/employee-substance-abuse-1.jpg","name":"Managing Substance Abuse in the Workplace","height":"757","width":"1136","@id":"https:\/\/jobbloghq.com\/wp-content\/uploads\/2023\/07\/employee-substance-abuse-1.jpg"},"mentions":[{"@type":"Thing","name":"wiki-guiding-light","sameAs":["https:\/\/www.linkedin.com\/company\/guiding-light-mission","https:\/\/www.facebook.com\/GuidingLightWorks\/","https:\/\/www.wikidata.org\/wiki\/Q54624668"],"@id":"https:\/\/guidinglightworks.org\/"},{"@type":"Thing","url":"https:\/\/www.wikidata.org\/wiki\/Q746186","name":"wiki-osha","sameAs":["kg:\/m\/01h31l","https:\/\/en.wikipedia.org\/wiki\/Occupational_Safety_and_Health_Administration"],"@id":"https:\/\/www.wikidata.org\/wiki\/Q746186"},{"@type":"Thing","url":"https:\/\/www.wikidata.org\/wiki\/Q1111004","name":"wiki-americans-with-disabilities-act-ada","sameAs":["kg:\/m\/0n_3","https:\/\/en.wikipedia.org\/wiki\/Americans_with_Disabilities_Act_of_1990"],"@id":"https:\/\/www.wikidata.org\/wiki\/Q1111004"},{"@type":"Thing","url":"https:\/\/www.wikidata.org\/wiki\/Q1260022","name":"wiki-drug-rehabilitation","sameAs":["kg:\/m\/0278r2","https:\/\/en.wikipedia.org\/wiki\/Drug_rehabilitation"],"@id":"https:\/\/www.wikidata.org\/wiki\/Q1260022"},{"@type":"Thing","url":"https:\/\/www.wikidata.org\/wiki\/Q1260023","name":"wiki-drug-testing","sameAs":["kg:\/m\/03wwy2","https:\/\/en.wikipedia.org\/wiki\/Drug_test"],"@id":"https:\/\/www.wikidata.org\/wiki\/Q1260023"},{"@type":"Thing","url":"https:\/\/www.wikidata.org\/wiki\/Q5308802","name":"wiki-drug-free-workplace-act-1988","sameAs":["kg:\/m\/03cdjsv","https:\/\/en.wikipedia.org\/wiki\/Drug-Free_Workplace_Act_of_1988"],"@id":"https:\/\/www.wikidata.org\/wiki\/Q5308802"},{"@type":"Thing","url":"https:\/\/www.wikidata.org\/wiki\/Q6978225","name":"wiki-national-safety-council","sameAs":"https:\/\/en.wikipedia.org\/wiki\/National_Safety_Council","@id":"https:\/\/www.wikidata.org\/wiki\/Q6978225"}],"mainEntityOfPage":{"@id":"https:\/\/jobbloghq.com\/hr-blog\/managing-substance-abuse-workplace\/"},"author":{"@type":"Person","url":"https:\/\/jobbloghq.com\/amber-schneider\/","name":"Amber Schneider","description":"Amber Schneider has significant experience in staffing. 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