Seeking Advice on Substance Abuse Policies: How Do You Handle Suspected Cases at Work?

Hi,

I have been going through CiteHR and I have not been able to find a Substance Abuse Policy. If anybody could help me out, I would be very grateful.

Besides this, I would like to know what kind of experience people have with this subject. How to handle an employee with suspected substance abuse? What can the company do, and what are companies normally doing?

Kind regards,
Randi

Hi Randy,

I haven't got much chance to observe the reactions of Employers to the substance abuse of the employees...

But please find the following material for your reference...

Model Substance Abuse Policy

A model substance abuse policy that can be modified and used in your organization.

Use this substance abuse policy as a starting point in crafting a policy for your organization.

Definitions as used in this policy:

"Substance" means alcohol or drugs.

"Alcohol" means ethyl alcohol or ethanol.

"Drugs" means any substance taken into the body, other than alcohol, which may impair one's mental faculties and/or physical performance.

"Employee" means all persons who work full time, part time, or under contract for a company, including management staff.

One of the greatest problems facing our society today is the abuse of drugs and alcohol. The nationwide impact of substance abuse in the workplace is now estimated to exceed $30 billion annually. This staggering amount only measures lost productivity and quality; it does not put a dollar value on personal pain and suffering.

The management of our company is vitally concerned about the well-being of its employees, our most valuable asset. We are equally concerned that our company's hard-earned reputation and positive image not be compromised in any way.

Alcohol and drug abuse have an adverse effect on job performance, create dangerous situations, and serve to undermine our customers' and the community's confidence in our company.

Our company cannot and will not condone drug or alcohol abuse on the part of its employees, nor will it condone any employee behavior on or off the job that may serve to damage the company's reputation.

Our policy concerning drug and alcohol use and abuse is as follows:

The company will not hire anyone who is known to currently abuse substances.

The company will educate and inform its employees about the health consequences of drug and alcohol abuse.

Employees must report to work in a fit condition to perform their duties. Being under the influence of drugs or alcohol is not acceptable.

Any employee on company business, on or off company premises, is prohibited from purchasing, transferring, using, or possessing illicit drugs or using alcohol or prescription drugs in any way that is illegal.

Employees will not be terminated for voluntarily seeking assistance for a substance abuse problem; however, continued performance, attendance, or behavioral problems may result in the loss of a job.

Employees on physician-prescribed medication must notify a designated company official if there's a likelihood that such medication could affect job performance and safety.

Employees engaged in off-the-job drug or alcohol involvement may be considered to be in violation of the company substance abuse policy.

Where available evidence warrants, the company will bring matters of illegal drug or alcohol use to the attention of appropriate law enforcement authorities.

Regards,

binzy

Hi Binzy,

Thanks a lot - this will for sure give me something to work with. But I would still like to know if anybody out there has some experience with this matter that they would like to share. What they have done, what they should have done, and what they would have liked to have done. It is always much easier to see these things clearly AFTER something has happened. Even though I don't have any issue now, I would like to be ready if it ever happens. I believe most of us in HR will, at some point, be in a situation involving some kind of substance abuse in our career.

Kind regards,
Randi

Hi Randi,

According to our company policy, associates who are involved in substance abuse will be severely warned if that's their first time. The severity of the punishment can go up to termination of employment. In a small setup where firing may have a significant impact, the employee can be warned and the warning notice can be documented during his/her appraisal (which may mean that he/she is not eligible for a salary increase or similar benefits).

In any case, the punishment depends on the severity of the occurrence and its effects because whether the associate is on duty or off, his/her conduct reflects on the company. We apply the same rule for any technological abuse by the associates.

Binzy

Hi,

When we came across a situation like this with one of our employees—consuming alcohol and coming onto the office premises, resulting in tardiness, uninformed absence, and failure to meet project deadlines—we were forced to terminate him after a few warnings.

When we came across a situation like this with one of our employees for consuming alcohol and coming onto the office premises, thus arriving late, being absent without informing, and not meeting project deadlines, we were forced to terminate him after a few warnings.

This is exactly the situation I would like not to end up with! I know it will probably be difficult, but is there anybody out there who has some experience with support systems, help organizations, etc.? What I would like to know is if I found out that one of my employees had a substance abuse problem, what could I do to ensure that we do not have to fire this person and how to encourage this person to address the problem? Any experiences or good ideas?

Kind regards, Randi

My experience suggests that if you really need a person desperately, the first thing is to take that individual in confidence and appraise him that you and the management are strongly concerned with his problem (which you refer to as substance abuse) and that all of us want to help him overcome it. Initially, he may just shrug off or express indifference to your initiative. However, if you bring up the issue again, he may open up. Here, you should explain to him the consequences, impact, and how it affects office discipline, productivity, etc. If possible, involve a senior management colleague in the discussion.

Simultaneously, provide him with an advisory note. Wait for a few days; if you notice any improvement in him, it means your approach has been effective. Otherwise, advise him to leave immediately.

Thank you,
Suhas Garde

Thank you, Suhas.

I have heard about some companies having substance abuse policies where they help the person concerned into a help program - does anybody out there have any experience with that?

Kind regards,
Randi