Drug Addiction in the Workplace - Research Paper Example

Drug addiction in the workplace Abstract Organizations are made up of systems and people. The people just like any other human beings have feelings, interests and personality flaws such as addiction. Drug and substance addiction in the workplace is an issue of great concern. Organizations invest a lot of resources and time into their employees expecting optimal performance from each one of them. Although it is not a widely talked issue, it is a rising problem in the United States of America. In order to combat this rising challenge, organizations and other stakeholders need to understand the causes, signs and symptoms of drug abuse in the workplace. An understanding of the full effect it can have on the company is necessary to add impetus to efforts tackling the practice. Corporate America needs to know how to handle the practice in a manner that upholds the law, protects the company’s bottom line and keeps in pace with best human resource practices. Addressing the subject should go beyond the statistics to include a discussion about national values, perceptions, politics and public relations (Backer &O’Hara 1991). Drug Addiction in the Workplace The Statistics American drug users consume 60% of the world’s illegal drugs (Coalition against drug abuse, 2014). Two million use heroin, six million abuse cocaine, 18 million have alcohol addiction issues and approximately 23 million use marijuana more than four times in a single week (Coalition against drug abuse, 2014).The legalization of marijuana use in a number of states is expected to increase the number of marijuana users. Among these drug users, 74.8% participate actively in the workplace (Coalition against drug abuse, 2014). According to the Occupational Safety and Health Organization (OSHA), 12.9 million Americans indulge in drug use in the workplace (Coalition against drug abuse, 2014). Alcohol is the most abused drug in the workplace (Potter & Orfali, 1998). The use of cocaine in the workplace started in 1980s when American workers rediscovered the drug as a stimulant to improve performance (Potter &Orfali, 1998). This can be observed mostly in those who work in the sports and entertainment industry (Potter &Orfali, 1998). It is interesting that people prefer cocaine because it does not limit a person’s intellectual and cognitive abilities (Potter & Orfali, 1998). According to the National Institute on Alcohol and Alcoholism, every single time at least 15% of the American workforce is under the influence of alcohol while at work (Chapman, 2007). Workplace alcohol abuse is observed to be greater in men than women, unmarried employees than married ones, younger employees than their older counterparts and in those employees working irregular and night shifts (Chapman, 2007). Effects of Drug Addiction in the Workplace The use of drugs impairs employees’ decision-making abilities, compromises their physical abilities and prevents them from exercising sound judgment (Coalition against drug abuse, 2014). This has fatal consequences when at the workplace especially in the presence of tools, heavy materials and construction work. It is evident that between 10%-20% of workers who die in the workplace have been proved to use either drugs or alcohol (Coalition against drug abuse, 2014). Although it is expected that employees in the most dangerous occupations such as mining and construction would exercise the most caution, a study by OSHA indicates otherwise. Employees in these two sectors register the highest rates of employee drug use as a percentage of the total number of employees in that occupation (Coalition against drug abuse, 2014). A World Health Organization study found that alcoholism is among the top ten leading causes of disability in the world (Rom & Markowitz, 2007) Signs and Symptoms of Employees with Drug Addiction While it is not easy to know with certainty if a prospective employee or a current employee has drug addiction problems, there are signs and symptoms that should be noted. Employees with drug addiction problems have poor performance often reporting to work late and failing to finish tasks assigned within the specified time. They exhibit a tendency to miss work, often calling in sick or with a number of excuses. Employees with an alcohol problem record higher absent levels than other employees (Potter & Orfali, 1998). Employees who come from families that abuse alcohol take ten times as much sick leave as those who come from non-alcoholic families (Potter & Orfali, 1998). They are unable to hold jobs for a long period, forcing them to change workplaces. These employees struggle with productivity and are often a weak link in a team. They are very likely to file for compensation claims and benefits from their employers (Coalition against drug abuse, 2014) Dealing With Employees with Drug Addiction People who suspect their coworkers of drug addiction should report the issue to their supervisors, a member of the human resource or security team (Coalition against substance abuse, 2014). They should report to those they trust and do so privately. Naturally, most people hold back since they fear risking the person’s job. However, they should note that in keeping their suspicions to themselves, they are increasing the possibility of an accident occurring. Reporting those suspected to have such problems, may force them to seek professional help (Coalition against Drug abuse, 2014). It is important to train supervisors on how to deal with drug addiction problems in the work place. The supervisors should maintain control of the situation. They should also address the issue firmly while being supportive of the employee. It is important they avoid emotional involvement as this may cloud their judgment. How Employers suffer The employers having employees with drug addiction problems face many risks (Coalition against drug abuse, 2014). They incur financial losses when employees damage office equipment while in a drugged state. Drug addiction prevents employees from discharging their duties efficiently, which costs the employer money. In case important decisions have to be made, employers under the influence of alcohol may make serious errors in judgment that may cost the organization heavily. The actions of the employee may tarnish the image of the employer resulting in loss of business and forcing the employer to spend many resources to repair the organization’s image that could have otherwise been put to productive use. If the employee has to terminate their relationship with the employee, they have to spend considerable resources to get a replacement and to teach them the skills and demands of the job. The employer also faces the risk of experiencing a huge and costly accident in the workplace. Such accidents may result in the destruction of costly equipment, injury to other employers and in some cases death. American corporations lose $60 billion a year in lost productivity due to the problem (Petch, 1993). How to Prevent Drug Addiction Problems in the Workplace The best way to prevent such problems from occurring in the workplace is the setting up of systems to screen prospective employees for drug use, periodic drug tests of the employees and having clearly defined consequences for those who test positive for drug use (Coalition against drug abuse, 2014). Due to the cost and technicalities involved, small organizations do not have such systems in place. According to the Substance Abuse and Mental Health Service Administration, 68%-74% of large organizations have such systems in place. This creates a loophole that those with drug addiction problems exploit. They apply for work in organizations that does not mandate drug use testing (Coalition against drug abuse, 2014). There is increasing evidence to suggest that drug free workplace programs are effective intervention strategies (Rom & Markowitz, 2007). Other Employers should learn from the employee assistance program implemented by the Edison Commonwealth Company that was expanded into a more comprehensive program in 1982 (Petch, 1993). It enables employees and their families to identify drug addiction problems and provides them with appropriate treatment referrals (Petch, 1993). Alcohol and substance abuse stems from dissatisfaction with a person’s professional and personal life (Rom & Markowitz, 2007). Employers should come up with ways to create a healthy, supportive and challenging work environment that motivates and pushes employees to do their best and motivates them to lead productive and fulfilling lives (Rom &Markowitz, 2007). It is common practice to apply the four tests approach in dealing with the problem. The first is the Pre-Employment substance testing where those seeking employment at a given organization are required to be tested. Best business practices suggest that all applicants should be screened to prevent discrimination accusations (Chapman, 2007). The second one is the Random Testing where employees are tested at unannounced times. This is done on an irregular and unscheduled manner to keep the employees committed to avoiding drug use (Chapman, 2007). It is advisable to use a computer program to select the random employees as opposed to human decision making progress (Chapman, 2007). This is necessary to avoid discrimination accusations. The third one is the Scheduled Annual or semiannual Testing. This is best used as a tool in ongoing rehabilitation efforts. Its application as a means of prevention is limited because employees know when it takes place and thus can take measures to ensure a negative result (Chapman, 2007).The last one is the For-Cause Reasonable Suspicion Testing that is used when employers exhibit behavior to suggest drug addiction issues or following reports by other employees (Chapman, 2007). Employers have a right to mandate this test following a work-related incident (Chapman, 2007). These tests face some legal challenges such as discrimination, invasion of privacy, causing emotional pain and negligence (Chapman, 2007). This can be avoided by the setting up and adherence of policies and procedures. Their success is heavily dependent on a consistent and fair application across the board. Benefits of Drug Testing and Educational Programs Education programs that could be effective include organizing drug awareness days, providing written materials about the topic in the workplace as well as the sharing of videos about drug addiction in the workplace. Although these programs are expensive to run, they have significant advantages for the employer and the employee. They ensure that everyone is working at their best that increases morale at the workplace. This also ensures that there is increased productivity by dealing with one of the factors that lead to decreased productivity. Dealing with the issue, reduces employee theft and turnover by preventing such incidences from happening in the workplace. The employer benefits with decreased insurance costs by dealing with one of the factors that lead to compensation claims by workers. Conclusion The White House issued a National Drug Control strategy document in 1989 (Backer & O’Hara, 1991). The document stated that drug addiction in the workplace is a big part of the drug abuse problem in the United States (Baker & O’Hara, 1991). It also appreciated that all adult prevention efforts must start with the workplace (Backer& O’Hara, 1991). This is because the workplace offers a great opportunity to effect behavior change among adults because they fear losing their jobs (Petch 1993). The use of drugs is a huge problem because it contributes to a rise in HIV/AIDS infection rates and increased healthcare and economic costs to the employers (Baker & O’Hara, 1991). There is a need for business and the government to work together to provide guidance and support for drug free workplace programs. This is because the cost of ignoring the problem will be far higher than the cost of tackling it effectively. References Backer, T. E., & O'Hara, K. B. (1991). Organizational change and drug-free workplaces: Templates for success. New York, NY: Quorum Books. Chapman, M. (2010 August 8) Drugs and alcohol workplace trends Retrieved from http://ohsonline.com/Articles/2007/08/Drugs-and-Alcohol-Workplace-Trends.aspx Coalition against drug abuse (2014). Workplace drug abuse. Retrieved from http://drugabuse.com/library/workplace-drug-abuse/ Rom, W. N., & Markowitz, S. (2007). Environmental and occupational medicine. Philadelphia: Wolters Kluwer/Lippincott Williams & Wilkins. Petch, C. (1993). Blueprint for the future: Final report of trends and issues for the 1990s. S.l.: Diane Pub Co. Potter, B. A., & Orfali, S. (1998). Drug testing at work: A guide for employers. Berkeley, CA: Ronin Pub. Read More