“Zero Tolerance” is not a Solution

Many businesses want to be tough on substance abuse, so they enact a zero tolerance substance abuse policy. Although these policies may remove that substance abuser from their workplace, they do little to address the issues of substance abuse in the community. Instead of offering a solution to substance abuse, these policies essentially just make it somebody else’s problem. There are some businesses for whom I do recommend a zero tolerance policy, but in general, I advise businesses to establish a more effectual Substance Free Workplace program. Here are some reasons that a zero tolerance policy is problematic: 1. Employees “work the circuit” Although it is possible for a job loss to prompt an individual to seek treatment, it is much more likely that he will simply seek new employment. As a result, employees who leave one workplace for substance abuse issues will often just end up in another workplace. The employer who fired that employee hasn’t eliminated the safety risks of an impaired worker, he has just sent them to a different location. Likewise, he may be employing individuals who have already been fired from another workplace. We often come across individuals who are “working the circuit” and moving from one place of employment to another while continuing to struggle with substance abuse. Substance abuse remains an issue for the business community. 2. Individual struggles An individual struggling with addiction needs support and resources to enter and sustain recovery. They may also need motivation and accountability. A workplace is able to meet all of these needs through an EAP program, health insurance, supervision, follow-up drug testing, peer support, etc. The employer is in a unique position to identify...

Stop Asking Too Much of HR

Don’t compromise the success of your substance free workplace program by asking too much of Human Resources. Often the most overtaxed and under-appreciated department in a company, human resources should not bear the sole burden of creating and implementing a substance free workplace program. On the other hand, a successful substance free workplace program will benefit HR by reducing disciplinary problems, reducing on the job injuries/accidents/incidents, and reducing employee turnover. Help HR experience the benefits of a substance free workplace without an unnecessary burden by following these guidelines. Outsource Trying to develop and implement a substance free workplace program entirely in-house is unnecessary and often inappropriate. There are aspects of a substance free workplace program that should always be handled by an outside company, including the drug and alcohol testing and any random drug test selections. Most of the other components (policy development, written procedures, supervisor and employee trainings, etc) are easily outsourced, as well. This isn’t to say that HR won’t be integral to the process, but they don’t need to do the time consuming work of putting policy to paper. They also can’t be expected to acquire the expertise necessary to create an effective, practical and legal policy. HR should bring the “big picture” perspective, ensuring that the policies and procedures: 1) reflect the company’s culture and values, 2) respect their employees, 3) fit with day to day operations. Let a substance free workplace professional handle the tedious details. Train the supervisors How often do supervisors answer policy related questions with, “that’s a question for HR?” As little as two hours of supervisor training on the front...

Drug Testing is NOT the Solution

Imagine a school where the students are only told what is going to be on the test and then given the test. They aren’t taught about the material, there isn’t anybody who intervenes if they are struggling with it, and they don’t know where to go for extra help. Would you be surprised if many of them failed the test? This scenario is analogous to a business with a stand-alone drug testing program, and yet many of these businesses are surprised when they aren’t achieving the desired results. Here are a few of the reasons why just implementing drug testing is not a solution. Drug testing may keep drugs out, but it won’t keep employees in. Even if drug testing alone could keep substance abusers out of the workplace, it won’t help keep good employees in. If your drug testing program consists entirely of testing employees and then terminating those who do not pass, you might as well install a revolving door. A zero tolerance drug testing program shuffles off good employees who may have benefited from prevention or early intervention. It’s a disservice to your employees to focus your efforts on catching them when they fail. If an employee fails a drug test, you may have missed the boat, especially if it is a post-accident or reasonable suspicion drug test. Once the accident has happened, or an individual is showing up to work impaired, the safety of the workplace has already been compromised. An effective substance free workplace program will give employees the ability to self-refer and give supervisors the ability to intervene before substance use escalates to...

Keep Your Employees, but Lose Substance Abuse

Business owners often hesitate to implement substance free workplace and drug testing programs because they fear they will have to fire valuable employees. While this fear is understandable, we never recommend firing as the best course of action. Some of the main goals of a Substance Free Workplace program are to hire are retain quality employees and reduce the costs associated with turnover. Firing employees with substance abuse issues is in direct opposition to these goals. An effective Substance Free Workplace program employs the following tools to avoid having to fire an employee for substance use. Prevention, Prevention, Prevention Prevention. Prevention is the number one most effective tool in any substance free workplace program. Substance abuse prevention in the workplace can take many forms. Here are a few examples: Supervisor Training – Supervisors should be trained on recognizing and addressing the earliest signs of a substance abuse issue. There are indicators that an employee is struggling long before he is abusing substances on the job. There are also specific steps that supervisors can take to prevent the progression of addiction to the stage where firing the employee is considered. Employee Education – Employees should have a full understanding of the substance free workplace program, particularly its rationale, consequences and potential benefits to them. Employees with a solid understanding of the policy and program are much more likely to comply. They should also have an understanding of how substance abuse can affect the workplace, their health, and their families. In addition, employees should be educated on the self-referral process, including when and how to seek assistance. Many businesses post a self-referral...