Most UK employers fail to deal with substance abuse
According to a recent survey of 200 companies in the UK almost one in three admit that they are unequipped to either recognise or deal with cases of substance abuse. Many employers admit that they cannot identify the effects of substance abuse and say they require more training and information on the complex subject.
This is rather striking considering that 95 per cent of employers claim to have a zero tolerance approach to employees using drugs or being under that influence of drugs while at work. It is estimated that as many as 16 per cent of employees will abuse drugs or alcohol in the workplace at some time.
The study also found that 87.5 per cent of companies have a written drug and alcohol policy in place, making drug abuse a part of the employee handbook and work contract. However, 76 per cent of companies are against random drug testing, saying that they would never carry out blanket testing on all staff.
It is clear that a majority of British businesses feel that drug and alcohol abuse is a serious matter, but many do not know how to recognise when somebody is abusing drugs or how to approach the situation.
How to tackle substance abuse
To tackle drug abuse in the workplace, companies need to take a more proactive approach. If a zero tolerance approach is stated within the employee handbook, it follows that there should be a procedure in place to identify and test people who are abusing drugs. In many lines of business both random drug testing and also testing following incidents in the workplace is commonplace.
A drug abuse policy should specify its purpose and explain clearly the methods of identification of drug abuse so that employees are clear about what is required of them and what happens if they breach the policy.
A company does have to receive agreement from their staff if they wish to test them. This agreement forms the employment contract. It is generally considered to be ethically wrong to single out employees for drug testing, so random drug testing of all company employees is the preferred way to avoid risking accusations of discrimination. The only exception is where an employee is showing signs of a changed personality combined with reduced productivity.
Take a soft approach
If a manager is concerned about the appearance, behaviour or attitude of a member of staff it is important that they monitor the situation first and then approach HR about the employee.
The first recommended step is to arrange an interview with the staff member, ensuring that somebody else is present, and raise the subject of the change in their productivity and behaviour in the workplace. Ask them if there is anything at work or outside of work that could be affecting them.
By taking a soft approach you will hopefully resolve the problem without any further action because many people will realise that they have a problem and make a decision to improve their attitude. If the problem persists an employer can then suggest a drug test is taken, if this forms part of the company policy.
A refusal to take a drug test will be considered an admission of guilt. However, a positive drug test should also be considered an opportunity to provide further help to the employee. Offer counselling services from qualified professionals who may be able to help them resolve their problems.
Disciplinary action should always be the final resort, even in companies with a zero tolerance policy, because often substance abuse has underlying problems that can be resolved.