Employers must be cautious when confronting an employee about suspected drug or alcohol use or misuse. There may be legitimate reasons for the symptoms, such as bloodshot eyes due to allergies or absenteeism due to a legitimate health reason.
Performance discussions may be one of the best vehicles for broaching suspected substance use. Addressing performance or conduct concerns directly can open the door for more candid discussions. Employers may inform an employee that they have noticed particular behaviors and ask for an explanation, for example, “It appears that you are very distracted lately, and your performance is suffering. You missed last week’s deadline, and your co-workers are reporting that your speech is slurred and your eyes bloodshot. Is there something going on that we can help with?”
Alternatively, an employee may deny any issues, and in this case an employer should proceed with normal actions to address an employee who is under-performing or displaying inappropriate behavior in the workplace.
The employer should let the employee know the expectations going forward and the potential consequences if the issues continue. For example, “Our dress code requires a neat and professional appearance. We expect that you will improve your personal appearance by ensuring your clothes are clean and wrinkle-free when you come to work.”
Continued performance and conduct issues should be addressed according to internal disciplinary policies and procedures.
Recognizing the warning signs
Following are some of the behavioral characteristics that may occur with substance misuse. Such characteristics do not always indicate a substance abuse problem, but they may warrant further investigation.
- Absenteeism, particularly absences without notification, or excessive use of sick days.
- Frequent disappearances from the worksite; long, unexplained absences; improbable excuses.
- Increase in accidents on and off the job.
- Mistakes attributable to inattention, poor judgment or bad decisions.
- Confusion or difficulty concentrating or recalling details and instructions.
- Increases in the effort and time required for ordinary tasks.
- Problems with interpersonal relations with co-workers.
- Progressive deterioration in personal appearance and hygiene.
- Signs of morning-after hangovers.
- Physical signs such as exhaustion, hyperactivity, dilated pupils, slurred speech or an unsteady walk.
What to do when an employee admits to having a problem?
- You can offer to help – offer. Do not be pushy. There are resources available to those who would like help and their families.
- You can also contact HR for guidance.
Resources
Both the Recovery Centers of America and Substance Abuse and Mental Health Services Administration have pages of local resources.
