Most managers can at some time expect to encounter problems related to substance use. Drug and alcohol use can be a serious problem not only for the user but also for the business where they work and, sometimes, for their co-workers. All employers need to think about substance use in the context of their commitment to the safety and health of their key assets: their staff.

Identifying Signs and Symptoms
Being able to recognise a problem early and being able to act will save valuable time and money. The use of alcohol and drugs can exaggerate a) Absenteeism both in-terms of number of days absent and pattern of absence ie regular Monday absences after weekends of drug/alcohol use; and b) Poor Morale – substance use can crate wide mood swings, anxiety, depression and agitation.

There may be noticeable changes in behaviour and appearance – for example, irritability, moodiness, arguing with co-workers, or insubordination toward supervisors are not uncommon among substance users. For substance using employees, personal appearance may lose its usual importance. Troubled workers will often show up to work looking sloppy, unkempt, unshaven, or dressed inappropriately. Also, employers may begin receiving complaints from customers, clients, and co-workers regarding the attitudes and work quality of substance using employees. Other behaviour-related signs of substance use may include:

•  Sleepiness
•   Slurred speech
•   Unsteady movements and shaky hands
•   Dilated pupils
•   Red eyes
•   Unusual weight loss or gain
•   Smell of alcohol on breath
•   Borrowing money from co-workers
•   Stealing from the company and co-workers (arising from the need to maintain an expensive habit)
•   Sudden change in choice of friends
•   Poor personal hygiene
•   Violent behaviour
•   Impatience
•   Depression
•   Suspicious attitude toward others
•   Emotional behaviour
•   Excessive talkativeness

Remember: all the signs shown above may be caused by other factors, such as stress, and should be regarded only as indications that an employee may be using drugs.

Safety
Substance using employees are not safe employees. Depending on the type of work employees do, substance use problems can begin manifesting themselves in employee safety records. Substance using employees may be involved in more accidents than other workers, even though they are often not the ones who are injured. They also tend to display carelessness in the operation and maintenance of potentially hazardous materials or dangerous equipment. Other safety-related signs of substance use may include:

•  Risky behaviour
•   Increased involvement in off-the-job accidents (falls, car accidents etc…)
•   Damaging equipment or property

The Legal Position
All employers have a general duty under the Health and Safety at Work etc Act 1974 (HSW Act) to ensure, as far as is reasonably practicable, the health, safety and welfare at work of employees. There is also a duty under the Management of Health and Safety at Work Regulations 1999, to assess the risks to the health and safety of your employees. If the business knowingly allow an employee under the influence of drug misuse to continue working and his or her behaviour places the employee or others at risk, the organisation could be prosecuted. Employees are also required to take reasonable care of themselves and others who could be affected by what they do at work.

Other legal considerations: Transport and Works Act 1992, Road Traffic Act 1988 and Misuse of Drugs Act 1971 should be taken into consideration. More information can be obtained from the HSE website.

How to respond
If you have concerns that an employee may be having difficulties relating to alcohol or drug use it is important to consider the legal position a but also your organisational position. Do you have a policy that needs to be applied and adhered to? Does it include a disciplinary process or zero tolerance response? Are there other people that need to be involved ie senior managers, HR colleagues.

When confronting an employee who you suspect may have a drug or alcohol problem:
1. Focus the discussion on the behavioural and performance issues observed and why they have concerned you.
2. Ask for, listen to and respond to the employees reasons – it is important that this is done with empathy demonstrating concern
3. Stress that situation must change and ask the employee what they will do to change the situation
4. Agree on actions the employee will do and any mandatory actions that must be completed for example formal referral to the EAP or specialist agency.
5. Document the conversation

Employees with a drug problem should have the same rights to confidentiality and support as they would if they had any other medical or psychological condition.

It may be very difficult for people to admit to themselves or others that they have a drug problem. They may feel there is a stigma attached to drug misuse and they may well fear reprisals if they admit to taking illegal drugs.

If one of your employees is misusing drugs, you should encourage them to seek help from your organisation’s occupational physician or nurse (if you have one), their GP or a specialist drug agency. It is understood that a lot of people who start to take substances will do so because of difficult times in their lives such as bereavement, financial troubles, relationship difficulties or many other social problems. It is also accepted that it is easier and cheaper to intervene early with an effective Employee Assistance Programme than ignore it and have to rely on the disciplinary process later on.

For more information about providing a global Employee Assistance Programme for your employees, please visit www.icasworld.com or email contact@icasworld.com.