Substance abuse in the workplace is a pressing issue that affects businesses across industries. The economic and social impacts are significant, with drug and alcohol use contributing to decreased productivity, absenteeism, and safety concerns.
Human Resources Director at PRO Resources Megan Johnson, SHRMCP sat down with us to give more insight into how to handle this common issue employees face.
Q: How often do you run into issues with drinking and substance abuse in the office? Is it common?
A: I think it’s becoming more common. During COVID, it was popular to have a virtual happy hour. When employees started returning to the office, we saw employers continue with that practice in the workplace. Post-COVID, many workplaces are navigating the complexities of drinking and substance abuse more openly. The pandemic has changed how we view work-life balance, mental health, and coping mechanisms, leading some to turn to alcohol or substances for stress relief. Social drinking in the office may have decreased, but some employees might still engage in drinking during virtual meetings or after hours, which can impact workplace culture.
Q: Are there any warning signs that employers should be aware of?
A: There are many signs that employers can watch for that could include an increase in absenteeism, decrease in productivity or quality of work, or changes in behavior. Some employees will suddenly become defensive when approached with issues to their performance or you notice an unexplained increase in workplace incidents. Carelessness in following safety protocols puts everyone in danger. It is important to follow your organization’s policies on reasonable suspicion and involve someone in Human Resources to assist you.
Q: What should you do when you feel like things are starting to cross a line?
A: When employees work performance is impacted, you need to make a move to get things back on track. It’s important to address the situation and set expectations to ensure that it maintains its intended purpose, focusing on work performance. If you feel you need clear guidelines, create a policy to establish the number of drinks per person, ensure behaviors remain professional and respectful, and a reminder that all work policies still apply. Again, I cannot stress enough the importance of involving your Human Resources department for their assistance.
Q: How do you handle an investigation about drinking or drug use in the office?
A: If I suspected or it was reported that someone could be under the influence at work, ensure your investigation follows your company’s substance abuse policy and follow established reasonable suspicion checklist and established protocols. Your Human Resources department should be notified. Ask the witness what behaviors they have observed or what was the unusual behavior they are questioning. Observe the employee and record any behaviors or physical signs, like bloodshot eyes, slurred speech, that might indicate drug or alcohol use. Interview the employee in a respectful and calm manner without making any accusations. This gives the employee an opportunity to explain any behavior that may have been misinterpreted or share if they have a personal or medical issue unrelated to substance abuse. If your policy allows for reasonable suspicion testing, determine if the situation is warranted of testing, ensuring that the employee fully understands the process and outcome of a positive test result.
Employees with substance use disorders are 33-50% less productive and have higher injury and fatality rates in the workplace (DISA
Drug-related absenteeism and decreased productivity cost businesses approximately $81 billion annually (WorldMetrics).
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