Drug testing prospective new employees isn’t inexpensive, but it is a cost most employers are willing to bear. Why? America has a substance abuse crisis, and abusing employees are not only self-destructive, but can also harm their employers.
Substance abuse is linked to lack of focus and poor judgement, which leads to mistakes and inefficiency. Abusers are at risk for disciplinary issues and conflicts with peers and managers, as well as additional time off without notice, and even legal liabilities.
Quick identification of substance abuse as the root cause of these issues can mitigate your risk. You don’t want to be overzealous, however, and wrongly connect the symptoms to substance abuse. There are even greater risks to making false allegations and violating employees’ privacy rights.
To strike the perfect balance between being proactive and over-reactive, Imprimis Group advises employers to take the following steps when substance abuse is suspected:
- Look for three behavioral signals
One or two of the following behaviors could signal a variety of problems including health issues, trouble at home, or depression. But three or more signals increase the likelihood that drugs or alcohol are the culprit:
- Poor hygiene or unkempt appearance
- Slurred speech or talking too fast
- Too high/too low energy level
- Sudden weight loss or gain
- Bloodshot eyes or dilated pupils
- Excessive mood changes
- Chronic coughs, sniffles, and snorting
- Follow your drug and alcohol protocols
Most companies have a substance abuse policy. Read yours to determine whether it includes a plan for drug testing following reasonable suspicion. It may also offer an Employee Assistance Program (EAP) to help employees who admit a problem. If your policy does not provide clear guidance, talk to an attorney or a workplace consulting firm to determine your next steps, as well as to develop a clearer policy.
- Document the employee’s behavior
Document specific instances of performance and behavioral issues, as well as physical signals like unkempt appearance and dramatic weight loss. Keep records of any complaints made by other employees, which can bolster a case for taking the next step.
- Meet with your employee
Your first meeting should be non-confrontational. You simply want to express concern that you are noticing signs of a potential problem and you would like to see if there is anything you or the company can do to help. Your company policy may require you to inform the employee that professionals will be consulted to assess any possible problem, based on your observations.
- Conduct a drug or alcohol test
Consult your legal advisors to determine when and if this step is necessary. You should have a consent form obtained during the hiring process for drug testing based on reasonable suspicion. Many substance abuse policies state that a refusal to take the test or a no-show are each considered the same as a failed drug test.
- Take action
If the test is negative, inform the employee and return to business as usual. If the results are positive, consult your policy for the next step. That may be an immediate termination, a suspension until proof can be provided that the issue is resolved, or a recommendation that a treatment program be completed before the employee can return to work.
Identifying and responding to a potential substance abuse situation in the workplace requires extreme discretion. The best time to determine your best course of action is before any issues arise, when time is on your side.