A drug test is only the beginning of approaching the problem of substance abuse in the workplace. Today we’re looking beyond the test and how it contributes to a human-centered approach to workplace substance abuse. That includes more about what that approach is, what substance abuse is, and other common questions you might have.

Sustaining a Drug-Free Workplace with a Substance Abuse Counselor

Help from a substance abuse counselor can positively impact a work environment on several different levels. This doesn’t just improve an individual employee struggling with substance abuse issues, but the productivity of those around them. By encouraging healthy behavior and a healthy company culture, all employees benefit.

Substance abuse-related behaviors impact both the affected employee and the workplace as a whole. In addition to accident liability and theft or injuries, substance abuse contributes to absenteeism, tardiness, interpersonal problems, and high turnover. Problems like these can negatively impact both money and morale.

Even with the help and guidance of a substance counselor, it can be difficult to start a conversation about substance abuse. The best advice is to be open, upfront, and proactive about your expectations for the conversation. In addition to your company’s substance abuse policy and procedure, here are some topics to consider for that conversation.

What is the Purpose or Intention of the Policy?

People will more often follow a policy or program if they understand what the policy is for and why.

Who is Included in the Program?

Nobody wants to be singled out, especially for potentially socially unacceptable behavior like substance use. This will help everyone feel like part of the team contributing to a shared goal.

What are the Circumstances of Testing?

Once the basics are understood, now you can focus on the specifics of when and where. This is the perfect time to address how often screenings will be held, what substances are screened for, and so on.

How is Confidentiality Maintained?

Employee confidentiality is essential in any sensitive discussions, and individual confidentiality is a natural concern. In answering this, reinforce how important confidentiality is and how your company’s policy maintains it.

What Educational Resources Are Available?

Employees may naturally have questions about the substance abuse policy you may not feel prepared to answer. So, working with your substance abuse counselor, prepare some basic resources to refer to employees with further questions.

What Assistance or Disciplinary Action is Required for Violations?

Explain what consequences or help (or both) is available to people struggling with substance abuse issues.

With these questions answered, the next step is spreading awareness on the topic. Make sure the policy is included in the employee manuals and training sessions. If your company offers company wellness or employee assistance programs, make sure employees know about them.

Signs of Substance Abuse Disorder

Addressing the signs and symptoms of substance abuse disorder can be a sensitive topic. Employees may fear disciplinary action and might try to deny or hide evidence of symptoms. While there’s no set list of signs, here are some common behaviors:

• Negative change in work attendance or performance.
• Changes in personal appearance.
• Mood swings.
• Withdrawal from responsibility or associate contacts.
• Unusual behavior.
• Defensive attitude concerning the subjects of addiction or substance use.
• Slurring speech.
• Sleeping on the job.

If your employee shows behaviors like these, you’ll want to schedule a one-on-one discussion as soon as possible.

The Professional Approach

It can be productive to start explaining the policy in terms of concern about job performance. Focus on concrete performance issues to start, like tardiness, missed work, or low productivity.

Setting the tone of the conversation is also vital. Make sure your employee knows that you value and respect them as a person. You don’t want to lecture or intimidate them, and avoid judgmental language in expressing your concern. You’ll also want to make sure your employee feels heard voicing any denials or defenses. They are probably afraid of consequences like termination, so do what you can to offer alternate solutions.

Finally, provide opportunities and resources, and do whatever else you can to help the employee. This may include taking time off for treatment (and drawing up a return-to-work agreement, if necessary). You want to create a climate that’s encouraging for them to return to. 

The Human-Centered Approach

While this person is an employee, it is vital to remember they’re also a human being, struggling with addiction. In many cases, people turn to drugs or alcohol to cope with problems in their lives (including their workplace).

These people need the resources and support a program can offer, but that’s just the start. It can also be something as simple as an acknowledgment of their humanity or encouragement to participate in workplace culture.

Soteria is Here to Help

Workplace substance abuse can be a daunting problem for anyone to face, let alone solve. That’s why Soteria is here to help address substance abuse at work beyond the test. With a human-centered approach, Soteria can help not just identify substance abuse problems but lead to healing and recovery. Contact Soteria today for more information or to get your next employee screening started today!