Since it is the obligation of an employer to provide a safe work environment under the OSHA General Duty Clause<\/a>, employers must be ready to appropriately deal with those abusing drugs. Failure to do so can result in litigation:<\/p>\n Approximately 10% \u2013 15% of employees have drugs\/alcohol in their systems. Knowing what to do about an employee who is suspected of abuse is an employer\u2019s best defense. Make sure management is well trained and can:<\/p>\n There are overarching signs to look for in an employee\u2019s behavior that can signal substance abuse. Be sure to watch for:<\/p>\n Make sure to have policies and procedures in place to properly document and confront an employee suspected of substance abuse. A good rule of thumb to remember is \u201cif it is not documented, it did not happen\u201d. Keep it professional and document job performance and\/or safety issues ONLY.<\/p>\n Often employees who are abusing drugs at work will refuse to sign disciplinary paperwork. Have a backup. Follow the \u201cTwo on One Rule\u201d. Make sure to have an additional manager\/supervisor present in these types of cases to document that the employee was provided the paperwork and refused to sign it.<\/p>\n As an employer, it is important to be clear on what is and is not covered by state drug programs.<\/p>\n Which is better, hair or urine testing? Hair testing is often used for pre-employment purposes because it can provide insight into a potential employee\u2019s lifestyle since the results encompass a 30-60 day history. It would not be effective for post accident or reasonable suspicion of substance abuse.<\/p>\n Urine testing is great for knowing whether someone is on drugs currently. It can detect whether someone is abusing a controlled substance within a 3-5 day window (marijuana is the exception with a 30 day window). Urine testing is best used when conducting random drug tests or right after an accident to determine if an employee is under the influence.<\/p>\n Once it is determined that an employee is abusing a controlled substance, be sure to follow established policies and procedures for next steps. Whether the policy is to allow the employee to get clean and return to work or if there is zero tolerance and immediate termination is the organization\u2019s stance, make sure all managers\/supervisors are properly trained to follow through. If the employee is displaying aggression or violence, take the necessary steps and involve appropriate law enforcement to ensure the safety of all personnel.<\/p>\n As a former narcotics law enforcement officer, Tim Dimoff applies his firsthand experience with the drug trade to business operations\u2019 best practices. Contact<\/a> Tim to schedule the Tim\u2019s Talk What to do About Substance Abuse in the Workplace<\/a> to protect your employees and the organization as a whole from this insidious problem plaguing America\u2019s workplace.Post navigation<\/span><\/p>\n<\/div>\n<\/article>\n\n
Identify and Confront<\/h2>\n
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Signs of Substance Abuse<\/h3>\n
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Document and Confront<\/h3>\n
Drug Testing<\/h3>\n
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Outside Support Systems<\/h3>\n
Timothy Dimoff Knows How to Address Substance Abuse<\/h2>\n