As a supervisor or Human Resources director, you have an important, yet difficult job. And at times, you’re tasked with uncomfortable conversations such as determining if an employee has a drug and/or alcohol problem.
How do you sensitively discuss these types of suspicions? And is drug and alcohol treatment needed?
How to Approach an Employee Who May Have A Substance Abuse Problem
Your company most likely has a drug and alcohol abuse policy in effect, but that typically doesn’t put a stop to someone’s addiction.
There are many things you should and shouldn’t when handling suspected substance abuse in the workplace.
- DO make sure everyone who is hired has a copy of the substance abuse policy. If your company has an orientation, spend a little time specifically on this policy. Go over it regularly with longterm employees.
- DO collect evidence. Assumptions and workplace gossip should never lead your discussion. Ensure any sources are reliable and trustworthy.
- DO have empathy. If they do have a drug or alcohol addiction, they need help. Approach the conversation with respect and compassion vs guilt or shame.
- DO observe their behavior at work. If they need to be removed, do so. If they fail to follow safety standards or are excessively absent, take action and explain your actions to them. Keeping them safe, as well as your other employees is crucial.
- DO know the laws in your state regarding substance abuse and protection. The ADA and OSHA have policies in place that every supervisor needs to know.
- DO send the employee for drug or alcohol testing, especially if it’s part of your policy. Prepare them ahead of time on what to expect if it comes back positive.
- DON’T judge or speculate. They may not think they have a problem. Try to be aware of any unconscious bias you may have.
- DON’T send for testing prematurely. If you have no evidence and they have not broken policy, this is just an unnecessary risk.
- DON’T expect immediate change. A drug or alcohol addiction will require treatment on some level.
- DON’T dismiss or ignore unsafe behaviors. If not addressed, it gives implicit permission for the employee to continue doing what they’re doing.
- DON’T share information with people who aren’t involved. These situations should always be kept confidential and should only be shared with appropriate colleagues, law enforcement, and health care professionals, when necessary.
- DON’T let the policy lapse. Always ensure it’s current before a conversation.
Contact Us
If you suspect an employee has a drug or alcohol abuse problem, please contact us. At Focus Treatment Centers, we offer addiction treatment in a homelike setting, as well outpatient levels of care. Complimentary assessments, as well as same-day benefits verification are provided for personalized and effective longterm recovery.
