What Employers Should Know about Drug and Alcohol Abuse at Work

Posted on Friday, May 31, 2019

Of all the drugs consumed in the world, research shows that approximately 60 percent are consumed by Americans. In a recent survey, more than 23 million American citizens reported using marijuana multiple times each week. Another 15 million Americans were guilty of abusing alcohol, and nearly 75 percent of all alcohol abusers or drug users were employed at the time of the survey. For employers, this is an alarming statistic.

As most employers know, the use of illegal drugs and alcohol by employees can be detrimental to the business. These substances cause both mental and physical impairments. When these workers are employed in fields such as mining that are already dangerous, illegal drugs can be deadly for workers and their coworkers. Some mistakes may be costly enough to employers to put them out of business. For these reasons, it is important to consider the many disadvantages of hiring drug and alcohol abusers. Some of the top reasons include the following:

They usually perform poorly at work.
They are known for filing frequent Workers' Compensation claims.
When they collect benefits, the collection periods are longer than necessary.
They change jobs often.
Their productivity levels are less than desirable.
They regularly call in sick or arrive late to work.
Lawsuits may result from their negligence.

If employers can form their own plans to combat the use of illegal drugs and alcohol by their workers, they will be able to lower their own risks. It's a good idea to implement mandatory drug testing for new hires. Random testing of current employees is also important in workplaces where dangerous accidents could happen as the result of drug or alcohol abuse. Telling prospective employees and current workers that these policies are in place will usually help eliminate would-be offenders immediately. People who are using drugs may find a reason to quit, and offenders who learn this during an interview may decline the position if it is offered to them.

Research shows that about 70 percent of larger businesses have drug testing policies in place. While some smaller businesses may feel that such plans are too expensive to maintain, it is possible to find affordable options by using outside resources. Since they know small businesses are less likely to have these plans, drug users often target smaller workplaces. For this reason, it is in every small business owner's best interest to consider finding a way to make a plan work. Some advantages of having such a plan include the following:

There is less theft in the workplace.
Employees will show more positive attitudes about work.
There are less insurance costs for employers.
Workplace accident numbers will be lower.
Employees are able to enjoy a much safer workplace.
Workers are more productive in drug-free environments.
Employers will see lower turnover rates.

As a rule, these programs will ultimately save money. Even if they seem costly to maintain, the expenses are minimal compared to the costs of potential damages caused by workers abusing drugs or alcohol. To be fair with employees, employers should outline their plans and make their expectations clear. Certain states have laws about handling workplace drug and alcohol abuse, so employers should discuss these issues with an agent before forming a plan. Every plan should also include information about designated smoking areas and break schedules for smokers. Employers should make it clear that alcohol abuse directly before or during work is strictly prohibited.

While it is important to be firm with a plan, employers must also keep in mind that many people struggle with addiction today. Some workers may not have people in their lives who care. In cases like that, employers may want to take steps to show that they are there to help people who could be on the edge of falling victim to a destructive habit. If employees express concerns or talk about possible alcohol abuse that is happening off the job, employers who listen may be able to provide helpful resources.

You may want to provide counseling hotlines, addiction programs and other group resources. You can also distribute this information in the workplace. Meanwhile, keep an eye out for workers who call in sick often, seem depressed or act angry frequently. If any of these signs are noted, you may want to confront workers to express your concerns and offer help. In addition to providing help, employers can also offer incentives for maintaining a drug-free workplace. For more suggestions or answers to questions, discuss concerns with an agent.

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Disclaimer: The information contained in Dulin, Ward & DeWald’s blog is provided for general educational purposes only and should not be construed as financial or legal advice on any subject matter. Before taking any action based on this information, we strongly encourage you to consult competent legal, accounting or other professional advice about your specific situation. Questions on blog posts may be submitted to your DWD representative.