How to Handle Alcohol and Substance Use in the Workplace

Alcohol and drug abuse cost employers billions of dollars each year in lost productivity, accidents, and health care costs. In some cases, it can even lead to violence in the workplace. While many companies have policies in place to deal with alcohol and drug abuse, many employees don’t know what these policies are or how they should be implemented. We will provide an overview of how to handle alcohol and substance use in the workplace so that you can be prepared if and when it happens in your workplace.

Reasonable Suspicion Testing

Some companies have a policy of drug testing employees if there is reasonable suspicion that they are using drugs. This means that if an employer has a reason to believe that an employee is using drugs, they can require the employee to take a drug test. The reasons for this suspicion could be things like erratic behavior, slurred speech, or smells associated with drug use. If an employee refuses to take a drug test, they may be subject to disciplinary action from their employer. If you use a reasonable suspicion checklist, it can help to ensure that you are testing employees based on objective criteria. Also, be sure to consult with an attorney to ensure that your drug testing policy is compliant with state and federal law.

Pre-Employment Testing

Many employers require applicants to take a drug test as part of the hiring process. This helps to ensure that the people who are being hired are not using drugs and that they will be able to perform their job duties without being impaired. Drug tests can also be given to current employees if there is a reasonable suspicion that they are using drugs. Be sure to consult with an attorney to ensure that your drug testing policy is compliant with state and federal law.

Random Drug Testing

Another common policy is random drug testing. In this case, employees are selected for drug testing at random and typically without any suspicion of drug use. This type of testing is often used in industries where safety is a concern, such as transportation or construction. If an employee tests positive for drugs, they may be subject to disciplinary action from their employer. To start, you may want to develop a policy for how you will handle alcohol and substance abuse in your workplace. You should include information on what types of testing you will do, how employees will be selected for testing, and what the consequences are for positive tests. You should also make sure that all employees are aware of the policy and understand it. If you have any questions, you can always consult with an attorney to make sure that your policy is legal and compliant with all state and federal laws.

Medical Marijuana

With the legalization of medical marijuana in many states, employers are faced with a new challenge when it comes to drug testing. While marijuana is still illegal under federal law, some states have laws that protect employees who use medical marijuana. This means that employers in those states cannot take disciplinary action against an employee for using medical marijuana, as long as they have a valid prescription. If you are an employer in a state where medical marijuana is legal, you should consult with your lawyer to make sure you are following the law. For example, you may want to consider changing your drug testing policy to exclude medical marijuana users.

Creating a Policy

If you don’t have a policy in place, now is the time to create one. You should start by consulting with your attorney to make sure that your policy is legal and compliant with all state and federal laws. Once you have a policy, you should make sure that all employees are aware of it and understand it. You may want to include information on your policy in your employee handbook or post it in a common area where all employees can see it.

Alcohol Use

While alcohol is not illegal, it can still pose a danger in the workplace. Many companies have policies that prohibit employees from drinking alcohol during work hours. Some companies also have policies that prohibit employees from being under the influence of alcohol while at work. If an employee is found to violate these policies, they may be subject to disciplinary action from their employer. If you are an employee who is struggling with alcohol use, it is important to seek help from a healthcare professional or a substance abuse counselor. There are also many resources available to help you quit drinking, such as Alcoholics Anonymous.

Substance Abuse

If you suspect that an employee is suffering from substance abuse, there are a few things you can do to help them. 

• First, you should talk to them about your concerns and let them know that you are there to help. You can also refer them to a substance abuse counselor or Employee Assistance Program (EAP).
• If an employee is suffering from substance abuse, it is important to get them help as soon as possible. addiction can be a very difficult thing to overcome and the sooner an employee gets help, the better their chances of recovery.
• If you are an employer, you should have a policy in place that outlines your expectations for employees when it comes to substance abuse. You should also make sure that your employees are aware of these expectations and understand the consequences of violating them.

The Role of HR 

Human Resources (HR) plays a vital role in addressing alcohol and substance abuse in the workplace. HR is responsible for developing and implementing policies, as well as providing support to employees who may be struggling with addiction. If you are an employer, you should make sure that your HR team is aware of your policies on alcohol and substance abuse. They should also be familiar with the resources that are available to employees who need help. If you are an employee, you can always reach out to your HR department if you have any questions or concerns about your company’s policies. 

Dealing with alcohol and substance abuse in the workplace can be a challenge. However, by having a policy in place and communicating with your employees, you can help to create a safe and productive workplace. So, by implementing these tips, you can help to keep your workplace safe and drug-free.