7 Ways HR Protects Your Organization from Disastrous Drug Use

By TAMMY HENRY

Stakes are high when it comes to workplace drug abuse. HR professionals are key in protecting their workplace from drugabusing job candidates and current employees. Why? Here are three reasons. • HR handles employee issues.

While drug use and abuse affect the workplace across all levels of positions and throughout all departments, HR is most likely who puts drug-abuse processes in place. They must prepare to deal with drug use through policymaking, integration, and follow through. • HR is responsible for new employee policies. Dealing with drug abuse and employees with drug problems are delicate matters. HR is the best choice for building new rules, gathering resources, and editing existing policies that protect and empower employees.

These actions help mitigate disastrous drug use in the workplace. • HR frequently provides education and training. Changes in any employment policy need HR’s help to succeed. HR will be involved in drug policies to help every employee understand and abide by the new processes.

This includes knowing their rights and being aware of resources available to them and their co-workers. With HR tasked as the protector of the workplace, it makes sense they will be heavily involved in the success of the company’s drug policy. After all, drug use can cause serious, and costly, situations like absenteeism, loss of productivity, medical costs, and accidents. According to the American Drug Test Center, drug abuse and addiction cost American companies $81 billion every year.

6 of the most important ways HR pros can protect their workplace are:

Implement A Consistent Drug Screening Process

Consistency just might be the biggest factor when it comes to litigation against your organization. If only one manager uses drug testing, or you just drug test those candidates who look shady, you open your company up to discrimination lawsuits. Your screening and monitoring policy should be written and clear, and all hiring managers must be well-trained on the expectations. Subject all applicants applying for the same type of position to the same pre-screening and monitoring practices. Drug screening is a valuable tool to employ to help minimize the damage drug addiction wreaks. HR professionals should outline how to use drug screening tools as part of the hiring process. Current employees should be included as well. Screen either upon reasonable suspicion, as random testing, pre-access, or after accidents. Make certain all employees, especially managers, know the proper actions to take in drug abuse scenarios.

Review with New Hires

Starting on day one, employees need to understand the company’s drug policy and their role. Those with a drug problem need to know where to turn for help. Other employees should know where to go to report drug abuse. HR must communicate that your organization takes drug use seriously.

Remind All Staff

It’s not enough to talk about your company’s drug abuse policy only when a person is hired. Employees need to be reminded of the policy and how they can do their part. The common theme HR needs to convey is that recognizing and mitigating drug abuse is every single employee’s responsibility.

Learn to Identify the Signs

Certain behaviors may occur with substance abuse. Such characteristics do not always indicate a substance abuse problem, but they may warrant further investigation. Every employee needs to be aware of the signs to help stave off disastrous consequences of a drug abusing co-worker, manager, or subordinate. Some are obvious, others are subtle. It should be particularly worrisome if an employee is displaying multiple signs. • Absenteeism or excessive use of sick days, especially unscheduled time off. • Frequent disappearances from the worksite and flimsy excuses. • Unreliability in employees who were once dependable. • Erratic work performance; some days up, some days down. • Mistakes caused by lack of attention and focus. • Difficulty concentrating or recalling details and instructions. • Problems with interpersonal relations with co-workers. • Progressive deterioration in personal appearance and hygiene. • Physical signs like dilated pupils, slurred speech, or an unsteady walk.

Address Issues Immediately

Lay out a clear plan of action if you suspect an employee is abusing drugs, or if a co-worker reports an employee using drugs. Drug screening is a valuable tool, but it should be paired with open communication with HR, the employee, and their supervisor. The conversation needs to include the employee’s options, the help the organization offers, and the detailed consequences of their actions if they continue abusing drugs, up to termination.

Create an Employee Assistance Program (EAP)

Crafting a program that assists employees with drug addiction helps contain and minimize the damage to them and your workplace. Make certain everyone in the company understands there is help available for drug addiction. Visit the OSHA and the U.S. Department of Health and Human Services website for access to guidance and several free tools to help create and maintain a drug-free workplace. Add the details of this program to your Employee Handbook. Drug abuse in the workplace is too damaging to take lightly. That’s why HR pros need to put actionable programs in place and train everyone on the proper procedures. By working together, every employee can assist HR in maintaining a drug-free workplace and avoid disasters caused by drug-abusing staff.

7 Ways HR Protects Your Your Organization from Disastrous Drug Use

Tammy Henry

Vice President of Client Success Data Facts, Inc. thenry@datafacts.com www.datafacts.com