Employee substance abuse problems cost U.S. employers hundreds of billions of dollars each year in health care and lost productivity. The 2011 National Survey on Drug Use and Health found that 18.9 million adults suffer from drug or alcohol dependence or abuse. Of that number, 52 percent were employed. That means the odds of your business being effected are high.
Identifying an employee who has a problem is not always easy and the signs may be subtle. Some warning signs are: bloodshot eyes, residual alcohol smell, excessive absences, reoccurring lateness or leaving work early, or interoffice conflict. Someone who moves around the office or looks very busy but isn’t getting anything done, might have a substance abuse issue. Here is a link to other possible signs of drug or alcohol abuse.
Remember, substance abuse isn’t just about the cost of lost productivity, there is also significant liability if an employee is under the influence while on the job and causes property damage or injury. The first thing an employer should do to address employee substance abuse is have each new employee read and sign a substance use and abuse policy when they are hired. This policy should clearly state that the company prohibits using drugs or alcohol during work hours, and gives the company recourse if work performances suffer due to drug or alcohol abuse after hours.
Even with such a policy, dealing with an employee substance abuse can be tricky. If you suspect that an employee has a problem, follow these steps:
- Gather substance abuse resources. Reach out into your community prevention programs or government websites to gather information on substance abuse. Having a list of treatment options and other resources available to all employees is a good idea.
- Discuss coverage with your insurance company. Rehab can be expensive. If you have employer-provided health coverage, it’s wise to check to see what’s covered and what resources they may recommend. This will guide you in how to encourage your employee to take action based on what is financially available to them.
- Contact a lawyer. Whether drafting your substance use and abuse policy or dealing with an addicted employee, it’s important to consult with your lawyer. This will ensure that you comply with state and federal employment laws, while protecting you and your company.
- Don’t hesitate to act. The worst action to take is none at all. It’s important that you address an employee substance abuse problem immediately. Sit down with the employee privately, discuss the company policy, express your concern, and issue the substance abuse information you’ve gathered. The reality of disciplinary action or even losing one’s job, can sometimes be a powerful motivator to seek the help one needs.
