When an individual is impaired at work, it is a highly hazardous scenario that, if handled improperly, could result in serious consequences. It is also an issue because if it is not handled properly and mistakes or poor decisions are made, this could lead to mistrust in the workplace and possibly result in litigation.

Drug abuse at work can result in lower productivity, increased absence rates, and an increase in workplace accidents and injuries. Employers who are able to recognize signs of illicit drug use among their employees can often prevent these issues and may even be able to offer their staff resources to help them in recovery from substance abuse.

Drug use can be detected by both physical and behavioral indicators. Employers can gain from learning more about the visible and obvious effects of different kinds of drugs.

While drugs like cocaine and methamphetamine may result in a boost of energy and a shaking effect, sedative effects like drowsiness and impaired speech are caused by opioids and benzodiazepines. In addition, abusing alcohol can result in skin redness, stumbling, and alcohol-scented body odor.

Employees who use drugs may frequently call in sick in order to cope with hangovers or the crash that follows cocaine or methamphetamine use. Employees who should be concentrating on work related duties may begin to feel sick from the effects of drugs or be continually distracted with drugs.

Employers that have reason to believe an employee is abusing drugs can benefit from keeping an eye out for severe mood changes and how that individual interacts with other employees.

Drug users frequently start to overlook their appearance and personal hygiene. Whether suddenly or over time, employees whose personal hygiene has gotten worse may be struggling with drug addiction and dependency.

When supervisors or coworkers have reason to believe an employee is abusing drugs, they should get in touch with HR for assistance. Additionally, enrolling in a course on recognizing reasonable suspicion is strongly advised for supervisors.

If you believe an employee may have been using drugs before or during their shift, make sure to keep an eye on them. Any tasks that involve safety should be taken away from the employee. Make a note of the suspicion and be ready to meet the employee and take them to a testing facility. A supervisor should accompany an employee into a testing facility. From this point on, you will be anticipating the results.

We advise that you print a copy of the company's drug and alcohol policy for the employee before calling them in for a meeting to discuss probable cause. Most policies provide that an employee who refuses to take the test will be terminated. Make transportation arrangements if the employee refuses and departs from the vicinity. Do not restrain them if they refuse to be transported. Record their license number, the make and model of the car, and contact the authorities.

If the test is negative, have management get in touch with the employee and require them to get back to work. For positive results, you must refer back to your company policy and follow accordingly. Prior to reaching any decisions or forming any conclusions, it is crucial to take the proper measures. The person may be suffering from a medical condition, an injury, or issues with their mental health. Be mindful to properly examine the situation and conduct yourself professionally.

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