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Drug Free Workplace

Employee Assistance
 
How to Detect and Address Substance Abuse in the Workplace

In order to assist an employee one must first be able to identify when there is a substance abuse problem. The following information is provided by the Narconon International as a guideline for Human Resource and management personnel to help identify if their is a problem and assist an employee to seek the help that they need.

Job Performance

Employers expect the most out of their employees. It is extremely important for an employer to be on top of his employee's job performance at all times. Signs that an employee's job performance is not up to par, due to a substance abuse problem, include:
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  • Fatigue
  • Lack of concentration
  • Slower work pace
  • Quality of work not up to par
  • Absenteeism
  • Leaving early from work
  • Late for work often
  • Taking several sick days
  • Appearance
Most businesses have certain dress codes that all employees are mandated to follow. However, employees who are abusing alcohol or drugs may have a change in their appearance.
  • Signs to look for include:
  • Unshaven
  • Unkempt, dressed sloppy
  • Dressed inappropriately for work
  • Wearing sunglasses indoors
  • Bloodshot eyes
  • Poor hygiene
  • Weight loss or gain
Behavioral Pattern

How is your employee's behavior? Here are some behavioral patterns you want to be aware of:
  • Violent behavior
  • Depression
  • Highly emotional
  • Stealing from coworkers
  • Constantly borrowing money
  • Becoming antisocial

The Supervisor's Role

Although supervisors cannot control what their employees do outside of work, they are responsible for what happens in the office. Being in direct contact with the employee, the supervisor can see if problems are developing within his performance. Supervisors should note anything that they believe to be unusual about the employee and document unsatisfactory work. They should also learn how to utilize employee assistance programs (EAPs). Supervisors also need to discuss work problems. However, supervisors should not play doctor or therapist by trying to diagnose an employee's problem.

Utilizing an EAP
 
Whether a business choses to provide an internal Employee Assistance Program or utilize the services of an outside EAP, it is important to provide help for those in need. EAPs are cost-effective (reduce absenteeism, raise productivity) and are beneficial to employees because they can help identify the problems.

An EAP should operate under a clearly defined written policy. The policy should, in detail, explain the intent of the EAP, organizational and legal mandates, employee eligibility and procedures for program use.


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