Chapter 18

Drugs in the Workplace

Goal: To discuss the effects of drugs on employees and methods that can be used legally to prevent their use in the workplace.

Objectives:

• Discuss the impact of drug usage from the employer's point of view
• Explain how to properly use drug testing in the workplace.
• Identify methods for spotting drug use in the work environment.
• Identify and discuss the components of a substance abuse program.

Lecture:

Along with workplace violence, drugs at work present a serious problem and, as in the last chapter, we should learn the extent and impact of the problem- its effect on productivity, its toll in accidents, and how to spot a drug user. While the procedures of drug detection and testing as mentioned in the chapter are undergoing continual improvement, the fact remains that the threat is extremely high that everyone at work is susceptible to the dangers presented by a drug abuser. This chapter alerts us to the outward indications of drug use and the elements of an abuse program. Here we find another application of a concept mentioned in an earlier chapter, the Employee Assistance Program (EAP).

First, let's make it clear that we're not talking about aspirin or prescribed medication used at work. But even prescribed meds can be an issue. In many businesses there is a requirement for employees to report to the plant nurse or doctor any prescription medicine to rule out the possibility of its having an effect on safety or performance.

So what's the problem of a little "weed" on the weekend, or a couple of beers before heading to work on the graveyard shift? Note that this question relates to an illegal drug and a legal one. Here's the problem: suppose your job is flying airplanes. We all know that these drugs, depending on when used and quantity used, affect judgment, coordination, reaction speed, etc., all critical to the job of flying. Suppose your job involves making parts for cars. Same issues. Suppose your job involves accounting. Same issues. Now, you say, "OK. I see your point. But I know you might drink a beer or two on the weekend; why can't I take a few hits on a joint?" The only answer I can give is that the former (beer) is legal stuff and as long as I don't drink and drive, stop consuming the beer well before I go to work, then there's probably no issue. (I'm not talking religious points of view here, nor am I talking about drinking by an alcoholic.) The marijuana, though, is illegal to even possess. It's certainly not worth having a record over or losing my job.

What's the big deal about drugs in the workplace? The big deal is that they are a problem. You have seen at least two situations in the past few years where pilots were yanked off planes before take-off because they were allegedly drunk. (Once in the service, when I was an aerial observer, I flew with a drunk pilot. I didn't know he was drunk because he was already in the plane with the engine running and I was alerted to go fly with him. I didn't know until we took off. That was one scary trip! I reported him when we landed and he was grounded. Never spoke to me again. Too bad, huh?)

According to our text, drug abuse in the workplace has an effect on safety, productivity, and product quality. It also contributes to accidents, theft (to get the money for or to trade for drugs), high personnel turnover, and absenteeism.

The figure that hit me: 70% of drug abusers are employed in full time jobs!! Wow, that means the guy or gal working next to me might have a problem. That hits close to home. The other figure that hit me: 10% to 20% of US workers have a drug or alcohol problem. According to our text (1997 data), the jobs that exhibit the heaviest rates of drug abuse are:

Construction

Food preparation *

Waiters, waitresses, and bartenders*

*Maybe this is because they have access to booze at the work place.

Transportation and material moving

Also, we see that part-time employees are more likely to abuse drugs and alcohol than full-time workers.

One response is the Drug Free Workplace Act of 1988. As a result of that Act (and other considerations, such as liability), many companies have been doing drug testing for years. I know that in the Army we were testing back in the late 70's. Pages 337 and 338 in the text discuss the methods of drug testing and the detection ranges for commonly abused drugs.

Page 338 mentions some of the ways abusers try to cheat on the exam (I have read about guys who inject "clean" urine into their urethra) and on page 338 there is a discussion of a test called RIAH ("hair" spelled backwards). I don't personally know anyone using this test but it is available and has been around for years.

Pages 340 and 341 list some of the tell-tale signs of drug abuse. And pages 339 through 341 list the elements of a program that meets the guidelines of the Drug Free Workplace Act.

I would say at this point that usually in large companies, drug abuse prevention belongs to HR with support from supervisors, Security, and, if there is a company nurse or doctor, they are involved, too. However it is set up, there needs to be a policy, there must be clear guidelines about what happens to employees who violate the policy, and there needs to be an EAP to help employees who voluntarily seek help with their drug problem.

No assignment!