Drinking too much can impair productivity which causes employees to miss deadlines or submit substandard work. And essentially, this could result in decreased demand for their services, which leads to an unhealthy downward cycle of stress and drinking. When an employee comes to work tipsy or hangover he is less efficient and for Handling Workplace, and as an employer, you have the right to undertake a disciplinary action or request to undergo a workplace drug test.
When left ignored, drug misuse in the workplace may be hazardous and expensive for both companies and those fighting substance abuse. It is for a company’s own benefit that every employee gets a workplace drug hair test before he gets hired.
So, first and foremost, every employee should go through a workplace drug test before he joins the organisation and then make sure to adopt a drug-free policy that sets out the company’s aims in reducing and managing alcohol and drug problems in the workplace. In this article, we will discuss the strategies for dealing with substance abuse in the workplace so make sure you read till the end.
What To Do When An Employee’s Drinking Or Drug Problems Become Apparent- Handling Workplace addiction
Workers must know they may approach you if they have a problem with alcohol or drugs and that they will be handled with compassion and understanding. Developing effective alcohol&drug policies along with a system for communicating them to employees is essential for ensuring that this is the case.
When and if you become aware that a member of your staff has an alcohol or drug issue, you must take action to protect yourself as an employer and assist the staff member as much as possible to overcome the addiction. Performing these responsibilities with an ongoing attitude of support and empathy may significantly influence the individual’s future. But if the employer is unhelpful or unsupportive, this may result in extra stress and might fuel the addiction and perhaps an escalation of their difficulties.
Abnormal behaviour, whether on or off work, is an additional indicator that an employee may be fighting drug or alcohol addiction. The physical manifestations of an employee’s addiction may include the odour of alcohol or narcotics, excessive weariness, bloodshot eyes, and slurred speech. Addiction may alter a person’s behaviour, causing them to shun social connections and act in ways that seem strange.
Speak With The Employee In Private- Handling Workplace addiction
Make sure your employee feels safe and protected when you inquire about his health issues without mentioning alcohol or drugs expressly at the beginning. Also, maintaining accurate and private records of concerns such as low performance and attendance is important. When applicable, outline your organisation’s alcohol and drug policy and remind employees of the assistance available inside and outside the organisation.
Determining Next Actions
You should organise more meetings to address any additional issues and assess the employee’s progress. Understanding the support available for employees with addiction problems, staying in contact, and, where appropriate and with the individual’s agreement, actively helping to link them with the right treatment can make a significant impact.
Develop A Treatment Plan For Addiction
If an employee has a drug addiction issue, the best way for them to overcome the issue is to get expert assistance. Fear of losing their job or destroying their career prevents many addicts from obtaining their treatment. They may be more inclined to commit to a rehabilitation programme if you give certain reassurance as an employer.