the impaired co-worker--part one

Although companies drug test and educate employees far beyond what was done years ago, inappropriate drug use is still a concern for most workplaces. According to a 2008 study published by the Substance Abuse and Mental Health Services Administration (SAMHSA), among adults aged 18 or older, 63 percent of full time employees use alcohol; 8.8 percent are considered heavy drinkers; and 30.3 percent are what is known as binge drinkers.

In that same study, 8.0 percent of full time and 10.2 percent of part time workers admitted to using illicit drugs. One third of all drug abuse by fulltime employees is of prescription medication and of those who use pain relievers nonmedically, 55.9 percent report they got the pain relievers from a friend or relative for free.

True, most employees who drink or use other drugs don't use on the job, and are careful not to come to work under the influence. Never mind, however, those who come "under hangover." When they do report to work impaired they present health and safety risks not only to themselves but to those who work around them, to customers of the business, and to the occasional visitor. They are five times more likely to have an on the job accident and they file more than double the number of medical and worker's comp claims.

Managing the problem of workplace drug abuse requires first that we choose not to ignore that the problem exists. Second, drug free workplace policies must, as a priority, ensure the health, safety, and productivity of employees and customers. And third, policies should be designed to provide reasonable assistance to the alcohol or drug dependent worker and his or her family.

Data that will shed light on the needs of one's particular work setting can often be gained from Human Resource records, EAP statistics, loss and risk management reports, and reliable personal observations. Good "stories" may supplement, but should never be the driving force in making this kind of workplace decisions. The SAMHSA Workplace site is an excellent source for planning and implementation guidelines.

Coming:
The Impaired Co-worker--Part Two:  
      "When the Co-worker is a Friend or Family Member"
The Impaired Co-Worker--Part Three: 
      "When it's Not Personal--When it's Just Business."