Drug and Alcohol Use at the Workplace
Drug and alcohol use in the workplace can have serious consequences. It can lead to a reduction in productivity and morale. If you find that an employee is abusing alcohol or drugs, you should consider disciplinary action. In some cases, the employee may be dismissed or fired. The employee’s co-workers will also have to deal with the employee’s poor performance. They may miss important deadlines and communicate poorly with co-workers.
While there is no one solution to this problem, employers can do their part to prevent the problems associated with substance use. Ignoring this issue can have disastrous consequences. It sends a negative signal to other employees, and it can also expose the company to undue legal risk. Rather than dismissing the employee, employers can help guide them toward substance abuse treatment. Such proactive measures can be effective in preventing employees from developing addictions, as well as reducing insurance costs.
The frequency of substance use in the workplace varies among workers, but there is a general pattern. About 11.2% of workers have reported being impaired by an illicit drug at some point in the past year. The frequency of impairment varies depending on the type of substance. The most common frequency was 1-2 days per month, but some employees reported once a week. This is a troubling trend and needs to be addressed.
Occupational substance abuse is an ongoing problem that affects millions of workers across the U.S., and has a significant impact on productivity and safety. Moreover, employees who are addicted to alcohol and drugs are 10 times more likely to miss work than those who are not. As a result, this can put a strain on safety measures in many industries. Therefore, it is crucial for employers to know how to identify potential substance abuse problems. Some signs of substance abuse include an increase in absenteeism or an increase in the number of illnesses or injuries.
These findings are important but should be considered within the context of its strengths and limitations. First, the study uses a large probability sample of employed adults in the U.S. This sample provides adequate statistical power and more accurate estimates of population-level effects. Second, the study looked at substance use in a variety of contexts and used comparable measures of illicit drug use and social norms. Finally, it controlled for confounding factors, which is important in interpreting the results.
Third, there are a number of ways that employers can reduce the likelihood of drug and alcohol use in their workplace. For example, employers can implement policies and procedures that will help employees recognize and report suspected instances of impairment. Moreover, there are many training programs available through Employee Assistance Plans and addiction treatment organizations. These organizations also offer information for HR and other workplace professionals. Since workplace drug use is a growing problem, prevention is the best safety measure.
Substance abuse in the workplace can have serious consequences for an organization. In addition to affecting the productivity of employees, it also negatively impacts the organization’s bottom line. Studies have shown that companies lose up to $100 billion dollars a year as a result of substance abuse in employees. These costs do not include the pain and suffering of the affected employees.
If you suspect that a coworker is abusing substances, report it to a supervisor immediately. This can be your manager, a security officer, or a human resources officer. You should also report the problem privately outside of the workplace if necessary. Do not feel like you are risking your co-worker’s job by reporting the problem. Reporting to the proper authorities can prompt the addict to seek treatment for the substance abuse problem.
Workplace norms regarding alcohol and illicit drugs use have been proven to be predictive of the likelihood that employees will use substances in the workplace. The injunctive norm is a highly predictive predictor of the likelihood that employees will use alcohol or drugs while at work. Similarly, descriptive norms are predictive of workplace impairment.
In some cases, the employee will be denial and refuse to participate in the EAP. When this happens, the EAP should document the problem and take appropriate disciplinary action. The employee may have to attend additional meetings or be referred to other resources. The hardest part of dealing with an alcoholic is dealing with denial. The alcoholic cannot see the damage their disease is causing.https://www.youtube.com/embed/koSGFTqzupo