From stimulants like cocaine or amphetamines to depressants like alcohol and marijuana, substance abuse is an increasingly common issue in many workplaces. The facts speak for themselves. In Canada, approximately 10-20% of the workforce are considered problem drinkers, 2-7% take part in illicit drug use, and 2-3% use prescription drugs that affect decision-making abilities.
The toll taken by substance abuse can be devastating. The Canadian Centre on Substance Abuse (CCSA) reports that substance problems cost the Canadian economy more than $18.4 billion in 1992. Direct costs include increased compensation claims, potential lawsuits, absenteeism and loss of production. Indirect costs can include higher turnover, damaged reputations, loss of efficiency, and lower morale of co-workers.
Peter Williams, a Workplace Health and Safety Consultant with the Centre for Addiction and Mental Health notes that safety is one of the first things affected by substance abuse. "Depending on the type of work they do, employees who abuse substances in the workplace are at greater risk of being involved in accidents than other workers. These employees also tend to engage in risky behaviour such as being careless when using potentially hazardous materials or dangerous equipment."
So, what puts one business at risk of substance abuse over another? According to Williams, there are two key environmental risk factors. "Lack of employee recognition, and lack of work control are known causes of workplace stress and substance problems," he notes. "When a person feels that they have no control over their work situation and feel undervalued, it can lead to perceptions of unfairness and stress that culminate in increased alcohol or drug use."
Everyone is capable of having a bad day or two, but an employee with a substance problem will usually exhibit considerable behavioural changes over time. These signs can include abrupt changes in work attendance or the quality of their work. An employee may be frequently late or absent from work or get into conflicts with co-workers. Physical signs can include lethargy, drowsiness, diluted pupils or slurred speech.
While it may be impossible to completely safeguard against substance problems, there is much that managers and owners can do to reduce the threat. According to Williams, that task starts by taking responsibility. "The accountability for a substance use program lies with both management and employees. Management must be trained in the prevention, detection, and management of a suspected or known user. Employees should be aware of the company’s policy on substance use, and resources for assistance if they or one of their co-workers has a problem."
A comprehensive substance abuse program should be developed from three distinct vantage points - policy, supervisory training and employee training. A comprehensive substance abuse policy creates consistency across the organization and lets employees know what is expected of them in the workplace. This policy should clearly state expectations, what help is available, and the consequences of violations. To be most effective, it should include the input of both management and employees.
"It is really important that employers train their managers to not only recognize substance use problems, but through effective communication and referrals, to prevent the problems in the first place."
Pollock Rentals Limited is a growing transportation provider located in Strathroy, Ontario. As a carrier of goods across North America, their drivers must comply with the stringent standards established by the U.S. Department of Transport’s program. While Pollock Rentals Limited is obligated to meet the U.S. standards in order to move goods across the border, the company feels it is important to provide substance awareness education to employees.
"When drivers start, we provide them with written material about the drug and alcohol program as part of our safety orientation training," says Colette Nenez-Grover, the company’s health, safety and compliance manager. Supervisors are also trained on how to look for warning signs, and what to do if they suspect that a driver is under the influence of drugs and alcohol. The reaction from drivers has been positive. "They know what to expect so resistance is rarely an issue," notes Nenez-Grover.
Supervisory training plays an important role in substance prevention. Peter Williams believes that it should focus on substance use prevention with an emphasis on communication and listening skills. "It is really important that employers train their managers to not only recognize substance use problems, but through effective communication and referrals, to prevent problems in the first place," he notes. "Supervisors should be trained to monitor each worker’s job performance and to refer employees with performance problems to the appropriate qualified professional to determine the nature of the problem."
Supervisors can be most effective by getting to know their employees and encouraging the same of their management team. "You’ll notice when a quiet person becomes irritable and argumentative or a formerly outgoing person becomes lethargic and disinterested in their work," says Williams. "And because you’ve already built a rapport with that person, it’s going to be easier to talk to them about the changes you’ve seen, and offer help in dealing with any issues they may be facing."
Employee training should include an orientation to the company’s policy and steps to follow in the event of a suspected problem. Employees should be taught that they are helping to keep the company and co-workers safe by reporting their suspicions and that there are no repercussions for reporting substance problems.
Reminding employees that there are resources to help them is a strong first step in addressing problems. Employee Assistance Programs are designed to provide such services as free and confidential assessment, short-term counseling, referral, and employee awareness sessions. They are intended to help employees who have personal or work-related problems that affect their work performance or conduct. "If supervisors let an employee with a substance problem know that there is help if they want it, it may encourage the person to open up about what is going on," says Williams.
There are no guarantees that a substance problem won’t raise its head within your workplace. However, by paying attention to the issue, and developing preventative strategies, you can be assured that you are helping to keep your employees safe - while ensuring the continued profitability of your business.
Excerpted from The Safety Mosaic, Vol 6 # 2, Summer 2003
You have the right to refuse unsafe work, under the Ontario Occupational Health and Safety Act.