“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...

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...