Creating a drug-free workplace is one way for employers to promote a healthy and productive environment for their employees. Drug and alcohol use among employees increases absences, illness rates, and workers’ compensation costs, and it reduces employee morale. Therefore, it is crucial for employers to implement drug-free workplace policies that help them encourage employees with addiction issues to seek treatment. These programs can be implemented in any industry, including the manufacturing and service sectors. The main objective of such programs is to ensure the safety of their staff. Your safety programme should include fall protection, fire safety, sexual harassment prevention, and a workplace drug test to screen for dangerous addictions. Addictions may impact your workplace in several ways; thus, it is crucial to treat them as a safety concern. In addition, personnel with an addiction may be incapable of rational reasoning. Without hesitation, they might create harmful situations or operate in unsafe settings. This irresponsibility may jeopardise others and your organisation as well.
Creating a drug-free workplace
There are several ways to ensure the safety of your workplace, and the sooner you will start investing in a drug-free workplace – the better.
First, you can implement obligatory drug testing. You must write a workplace policy that mentions drug usage openly and requests that your workers read and sign a copy of this policy.
It’s also a good idea to require all applicants to read this policy and undergo a workplace drug test before they are offered employment. Then, if you suspect your employees show drug-related symptoms, then you may want to ask for a workplace drug test to eliminate any suspicions and make sure your staff are safe.
Encouraging Employees To Seek Treatment
Addiction to drugs is quite widespread, and it might affect any of your employees, even the ones that you’d never think of them as addicts. This is why every employee must be aware that he may have to undergo a workplace drug test when necessary. However, it would help if you were discreet while discussing addiction due to medical privacy restrictions and discrimination issues. When talking to your staff, make sure you do not overstep the boundaries. When it comes to personal and health-related issues, make sure you address them in private. Avoid using the term addict and other accusing words when discussing drug policies and treatments. Focus instead on the symptoms they are experiencing at work. Permit them to explain their version of events and their motivations for behaving as they do.
Recommend the means through which a person may get aid, should they want it. It would be best to remember that you are not a specialist in drug misuse and that it is not your responsibility to analyse chemical dependence. Simply point them in the direction where they can get the right assistance.
Facilitate Recuperation
Companies that encourage employees to seek treatment for addiction issues are doing their part to fight the stigma and stigmatisation of substance abuse. They are also making their workplace a better place to work by ensuring their employees are healthy and productive. Providing workplace accommodations and other return-to-work assistance, such as adjusted work hours and leaves of absence for recovery and attending support group meetings, displays openness to second-chance
Final Words
Regardless of the size of the business, ignoring the problem may result in significant long-term economic difficulties and it may affect your team’s well-being. Therefore, treating and helping employees that suffer from addiction is a proactive, caring, and ultimately cost-effective course of action that instils a feeling of organisation-wide worth. And, a worker who feels their employment is secure may be more likely to get therapy and will be more motivated to organise their life.
