Suspecting an employee may be under the influence of drugs or alcohol at work presents difficult scenarios for employers. Handled improperly, it risks complaints and litigation. However, with the right response, you can address the issue constructively. Here are steps to take if substance abuse is suspected in your workplace:

Observe And Document Changes

Do not confront the individual without evidence. Instead, discreetly observe and record any behaviours that seem intoxicated like slurred speech, unsteadiness, or drowsiness during work hours over a period. Note witnesses too. Documentation justifies any action taken later.

Review Your Policies

Before intervening, ensure you have clear drug and alcohol policies in place spelling out prohibited behaviour, testing criteria and disciplinary procedures. If your policies are inadequate, work urgently to update them. Well-defined protocols demonstrate a fair process.

Intervene Professionally

Once sufficient documentation has been gathered, have a respectful intervention meeting in private. Express concern over changes observed without accusations. Allow the employee to explain themselves and suggest any personal issues impacting work. Offer support. Avoid negative assumptions.

Send Them Home If Impaired

If despite denial you remain convinced they are under the influence, exercise your duty of care and ask they undergo testing before resuming work, for everyone’s safety. Arrange safe transit home and inform them of protocols for returning once sober. Protecting welfare is paramount.

Arrange Testing If Justified

Based on your policies and circumstances, consider requiring they undergo formal substance testing by an accredited provider who follows proper procedures before returning to work. Make sure any testing mandated relates directly to job-specific risks and is applied consistently.

Explore Reasonable Suspicion Testing

If evidence falls short of actual intoxication, but concerns persist, explore reasonable suspicion pre-duty testing when they report on their next shift. This assesses potential substance issues without formal discipline. Make sure policies and applications avoid discrimination. A hair test for drugs can be easy to do and yields accurate results. You can find out more about a hair follicle test by talking to a drug testing company.

Assist Without Enabling

If testing confirms substance abuse issues, take a supportive not solely punitive approach focused on rehabilitation where appropriate. However, avoid enabling behaviours detrimental to workplace safety and productivity. Require proof of treatment participation alongside consequences.

Review Your Duty Of Care

Remember you have a legal duty of care for employee welfare. Ignoring possible addiction and impairment issues rather than confronting them via fair process also carries risks. Seek legal guidance on balancing disciplinary action with support requirements in your response.

Check Your Industry Regulations

Some industries have mandated drug and alcohol testing programmes and reporting requirements if violations occur. Verify if regulations govern your workplace and ensure full compliance in addressing any incidents. Non-compliance carries severe penalties in regulated sectors.

Protect Employee Privacy

Keep any investigations and discussions highly confidential. Share concerns only on a strict need-to-know basis with those involved in the intervention process. Make sure employee assistance program counsellors maintain privacy. Uphold trust.

Be Consistent

If drug use is confirmed, apply disciplinary measures per your policy consistently for all employees found in violation, without exception. Inconsistent enforcement weakens policies while raising potential discrimination complaints if some workers avoid consequences.

The Bottom Line

Addressing suspected employee intoxication demands sensitivity, discretion, and care to intervene constructively while upholding workplace safety and morale. A fair, confidential process guided by formal policy prevents missteps. With the right expertise and protocols, concerning behaviours can be addressed compassionately yet decisively.

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