According to the U.S. Department of Labor, 10% of all full-time and part-time workers have a substance abuse problem. These workers are dependent on alcohol or other drugs, including marijuana, methamphetamine, cocaine, ecstasy, heroin, or prescription medications.
Drug-using employees have a huge impact on the workplace. Their behavior often results in increased workloads for co-workers, decreased employee morale and can threaten workplace safety. According to U.S. Department of Labor statistics:
✓ 65% of all accidents on the job are directly related to alcohol or other drug use.
✓ Substance abusers are absent from work three times more often than non-abusing
employees.
✓ Substance abusers are 25% to 30% less productive than employees who do not abuse drugs.
✓ Drugs in the workplace cost U.S. businesses over $100 billion a year in decreased productivity, lost time, worker compensation, accidents and health care costs.
THE HIDDEN SIGNS OF WORKPLACE SUBSTANCE ABUSE
Most would recognize a co-worker at work appearing doped or intoxicated, having the smell of alcohol on the breath, or having hand tremors, as signs of substance abuse. However, direct signs such as these are not always present. Lesser known indicators of a substance abuse problem at work may include the following:
✓ deterioration in job performance
✓ excessive absenteeism
✓ accidents on or off the job
✓ extended lunch breaks or returning late from lunch or breaks
✓ chronic irritability, mood swings or attitude changes
✓ increased problems with — or withdrawal from co-workers
✓ unusual patterns of behavior
✓ poor personal hygiene or grooming
* Note: The symptoms above — when considered individually — may not indicate substance abuse, but they can be clues that are very telling when they are part of a package of symptoms.
HOW TO HELP
If you suspect someone at work has a problem with drugs, follow the suggestions below:
1. Do not protect the drug user from the negative consequences of his or her drug use. The best way to help a user face an alcohol or drug problem is to make sure you don’t ignore, excuse, or cover up behaviors or mistakes that result from the abuse or addiction. When you cover up for someone, it is called enabling. When you enable, you allow a person to avoid the negative results of using alcohol or drugs. Enabling actually helps the person to NOT deal with his or her problem.
Examples of enabling in the workplace:
- You offer to take on more than your fair share of the work because a co-worker is “going through a rough time” and is finding it hard to get her work done on time.
- A co-worker who you suspect is high has caused an accident — again. You know that if the boss finds out, your co-worker will be fired. You feel sorry for him, so you cover for him by lying to the boss about how the accident happened.
2 . I f an impaired co-worker threatens your safety…tell a supervisor right away. Also, if you see a co-worker get high or deal drugs on the job, report it to a supervisor as soon as you can.
3. If an employee asks for your help, refer him or her to your company’s Employee Assistance Program (EAP). Your EAP can provide CONFIDENTIAL assessment, short-term counseling, access to substance abuse treatment, and help returning to work for those in recovery.
4. If you need help dealing with a co-worker ’s alcohol or drug use, call your EAP for confidential help. An EAP counselor can help you learn how to handle a co-worker’s drug problem in the best possible way.
YOUR EAP IS HERE TO HELP
Remember, your EAP is always available to help you, or your dependents, with any type of personal, family or work-related issue. All EAP services are free and strictly confidential. Why not call an EAP counselor today? We’re here to help.