Substance use issues in employees can be a tricky problem to deal with. You may have noticed some problems with an employee’s performance or changes in her behavior. Maybe she has always been punctual but lately she’s coming in late or leaving early. Maybe her work isn’t the same quality it used to be. Or maybe she has more conflicts with coworkers. These are all typical of someone with a substance use issue, but they can also be explained in other ways. For example, depression following a breakup or a death in the family might explain all of these behaviors. Or it could just be a slump. People get tired and distracted; it’s hard to maintain a high level all the time. Sorting out a substance use issue in the workplace requires caution. Here are some suggestions.
Focus on performance.
Whether or not someone has a substance use issue, the bottom line is that she hasn’t been performing well at work. You can bring this up during a performance review or whenever you feel something has to be done. Be as specific as possible. Obviously, if someone seems impaired to the extent that she’s endangering herself or others, don’t let her keep working. For most situations, though, it will probably be enough to let her know you’ve noticed a dip in performance, show some concern for her welfare, and offer to help. Even if she doesn’t admit a substance use problem, which is unlikely, just letting her know that her work is suffering may be enough to inspire her to take action.
Issue a broad warning.
If you have a drug-free workplace, one approach might be to remind everyone, either in a meeting or in a memo, that it’s a drug-free workplace and anyone caught violating that policy can be let go. Then allow a two month grace period from the time of the warning to start enforcing the policy. This allows you to avoid making any specific accusations, gives the employee time to get sober, and ensures everyone is complying with the drug-free policy.
Consult with HR.
If you feel you have to take specific action with the employee, consult with the HR department. The rules around addiction and treatment can be tricky. For example, you can fire someone for violating the company’s drug-free policy, but if someone comes and asks for medical leave for treatment, you can’t fire her. Make sure you know the laws related to addiction treatment and employment.
Remember what addiction is.
Always keep in mind that no one chooses addiction. Often, addiction is the result of trauma, abuse, depression, anxiety, or other mental health issues. There is also a significant genetic component. Addiction is also treatable. Often it is better to support an employee through treatment. This not only creates a more positive work environment, it also saves the company the trouble finding and training a replacement, which typically takes longer than treatment anyway.
If you or someone you love is struggling with addiction or mental illness, we can help. Recovery Ways is a premier drug and alcohol addiction treatment facility located in Salt Lake City, Utah. We have the resources to effectively treat a dual diagnosis. Our mission is to provide the most cost-effective, accessible substance abuse treatment to as many people as possible. Request information online or call us today at 1-888-986-7848.
