6 WAYS TO DETECT SUBSTANCE USE IN THE WORKPLACE AS A BUSINESS OWNER

By: Daniel Hall

One way to detect substance abuse in the workplace is to institute a drug testing policy. This can help identify employees who may be using drugs and help get them the assistance they need. If you were wondering where to buy drug tests, you can find them online or at a local drug store. Make sure to follow the instructions carefully so that the results are accurate and consider using a random drug testing policy to ensure fairness.

You can also talk to your employee assistance program’s (EAP’s) about substance abuse screenings, like those offered by low cost employee behavioral health platforms like Freedom 365.   Employees who are struggling with substance abuse may also be reluctant to seek help on their own, so having an employee assistance program in place can be beneficial. This program can help employees get the treatment they need to recover from substance abuse and return to work or find a way to do their job without using drugs.

2. Observing Employee Behavior

Another way to detect substance abuse in the workplace is to observe employees for signs of intoxication or impairment. If you notice that an employee’s behavior has changed, such as they are acting more erratically or are more forgetful, this could be a sign that they are using drugs. For example, an employee who is normally calm may become agitated or an employee who is typically outgoing may become more withdrawn.

Additionally, employees who are using drugs may also have a change in appearances, such as sudden weight loss or gain, or changes in their hygiene. If you notice any of these changes, it’s important to talk to the employee to see if anything is going on that you should be aware of.

Be sure to document any changes you observe in an employee’s behavior so that you can have a record if you need to take further action.

3. Tracking Employee Attendance and Productivity

Another way to detect substance abuse in the workplace is to track employee attendance and productivity. If you notice that an employee is frequently absent or late, this could be a sign of substance abuse. Additionally, if you notice that an employee’s productivity has decreased, this could also be a sign that they are using drugs. If you’re concerned about an employee’s attendance or productivity, it’s important to talk to them to see if anything is going on that you should be aware of.

On the other hand, some employees may try to cover up their substance abuse by working excessive hours. If you notice that an employee is working unusually long hours or taking very few breaks, this could be a sign that they are using drugs.

However, if you notice an increase in safety violations, this could be a sign of substance abuse in the workplace. For example, if you notice that an employee is frequently operating machinery without proper safety gear. Or, if you notice an increase in accidents or incidents in the workplace, this could be a sign of substance abuse. For example, an employee is frequently getting injured or is causing accidents.

4. Receiving Customer Complaints

If you receive complaints from customers about an employee’s behavior, this could be a sign of substance abuse. For example, if you receive complaints that an employee is acting rude or aggressive, this could be a sign that they are under the influence of drugs. If you receive a complaint about an employee, it’s important to investigate the situation to see if there is any truth to the allegations.

The same goes with receiving complaints from other employees. If you start to receive complaints from other employees about a specific individual, this could be a sign of substance abuse. For example, if employees start to complain that someone is constantly coming in late or taking advantage of the company’s break policy, this could be a sign of a bigger problem.

5. Consulting HR Policies

If you suspect that an employee is abusing substances, there are some steps you can take as a business owner. First, you should consult your HR policies to see what the procedures are for addressing substance abuse in the workplace. You may need to conduct an investigation and/or have a meeting with the employee to discuss your concerns.

It’s important to handle these situations carefully, as there may be legal implications if you take disciplinary action against an employee who is struggling with substance abuse. For example, if the employee is a member of a protected class, such as those with disabilities, you may need to make accommodations for their treatment.

Additionally, substance abuse is considered a medical condition, so you will need to follow the requirements of the Americans with Disabilities Act (ADA) when handling these situations.

6. Getting Help

If you suspect that an employee is struggling with substance abuse, some resources can help. You can encourage the employee to seek help from their health care provider, a mental health professional, or a substance abuse counselor.

Many hotline numbers can assist, such as the Substance Abuse and Mental Health Services Administration National Helpline at 1-800-662-HELP (4357).  If you are unsure how to handle the situation, you can consult with an attorney or HR professional to get guidance.

On the other hand, if the employee is resistant to getting help, you may need to take disciplinary action, up to and including termination. This decision should be made on a case-by-case basis, as there are many factors to consider.