Work issues and substance abuse
Work issues and substance abuse encompass the challenges posed by the misuse of alcohol, illegal drugs, and prescription medications within various workplace environments. Substance abuse not only affects the individual but also has significant implications for employers and colleagues, leading to decreased productivity, increased absenteeism, and higher healthcare costs. It is estimated that around 20% of full-time employees in the U.S. have a substance use disorder (SUD), contributing to annual economic losses of over $530 billion attributed to productivity declines and associated expenses. Certain industries, such as construction and transportation, demonstrate higher rates of substance abuse and related fatalities.
The safety and well-being of employees and the public are critical concerns, as substance abuse can lead to workplace accidents and long-term health issues. Additionally, legal regulations, such as the Drug-Free Workplace Act of 1988, guide employers in establishing policies to manage substance abuse effectively. To mitigate these issues, many organizations implement drug-free workplace programs. These programs often include employee assistance initiatives, regular policy updates, and training for supervisors to recognize and address substance-related problems while maintaining confidentiality and supporting affected individuals. Creating a supportive culture is essential for fostering a healthy work environment free from the stigma associated with substance use issues.
Work issues and substance abuse
DEFINITION: The abuse of alcohol, illegal drugs, and prescription drugs is a major economic, medical, public safety, and legal concern for public-sector and private-sector employees and employers. Work-related issues involve not only the use, possession, or sale of such drugs in the workplace but also impairment during working hours caused by substance abuse at home or by emotional preoccupation with a family member’s or friend’s substance abuse.
Economic Costs
Substance abuse is a common problem in the workplace in the United States. Around 20 percent of full-time employees and nearly 20 percent of part-time employees have a substance use disorder (SUD), while between 25 and 30 percent of unemployed individuals report an SUD. About 24 percent of workers reported drinking during the workday at least once. Abusing these substances imposes heavy financial burdens on American businesses. Substance abuse at work results in a significant loss of production, with estimates that employers lose over $81 billion in productivity, turnover, and other expenses yearly. According to the Office of National Drug Control Policy, drug and alcohol abuse combined costs the US economy as a whole more than $530 billion per year. Direct costs to employers included lost productivity from increased absenteeism and sick leave, compensation for workplace accidents and injuries, high employee turnover and the resulting cost of training new employees, higher disability payments and healthcare expenditures, drug testing and employee assistance programs, theft of or damage to company property, liability insurance, and involvement of law enforcement for drug-related crises in the workplace.
In addition to the direct costs of work-related substance abuse, employers must cover indirect costs. These costs include lowered employee morale, loss of competitiveness, damage to the company’s reputation because of declining quality of goods and services or negative news coverage, and poor decisions made by managers or supervisors impaired by substances.
Some industries and occupations have higher rates of alcohol and substance abuse among employees than others. Industries with the highest rates of employees who die from drug overdoses include mining, construction, transportation and warehousing, accommodation and food services, agricultural industries such as forestry, fishing, and hunting, and arts and entertainment. Management and administrative occupations are near the top in both substance use and overdose deaths, though they rank higher in drug use than in heavy alcohol use. Employees whose jobs require them to interact with the public have a high rate of SUDs. Other industries with relatively high rates of substance use include utilities, retail trade, and real estate.
Work-related factors known to increase the risk of substance abuse among employees, managers, and supervisors include high stress levels, repetitious tasks, working in isolation, long and irregular work shifts, access to alcohol or drugs, and relative lack of supervision. Small businesses are at a greater risk than large companies, as they are less likely to have prevention and treatment programs for impaired employees and are less likely to screen potential employees for substance abuse problems.
Health and Public Safety Issues
The well-being and safety of other workers and the general public was a major reason for increased research into and legislation regarding work-related substance abuse in the early 1980s. A “zero tolerance” policy that includes mandatory drug testing of all US military personnel was introduced in 1981 following a plane crash on an aircraft carrier that killed fourteen crew members.
Research conducted since the mid-1980s has shown that workers who abuse drugs and alcohol, whether on the job or at home, are a threat to the safety of others and themselves. For example, about one-half of all visits to emergency rooms in the United States for traumatic injuries are related to alcohol abuse, and employees who abuse alcohol have health care costs 100 percent higher than those of other workers. Employees who use illegal drugs are twice as likely as nonusers to call in sick and four times as likely to be involved in a workplace accident. The Occupational Safety and Health Administration (OSHA) reports that 15 to 20 percent of workers who die on the job test positive for alcohol or drugs at autopsy.
In addition to accidental injuries, employees who abuse substances are also at increased risk of such long-term health consequences as cancer and other diseases of the heart, liver, and pancreas. Workers who abuse drugs and alcohol are also more likely to cause health problems for their coworkers by adding to workplace tensions. Violent behavior and accidents triggered by intoxication are obvious causes of injury to others; however, stress resulting from having to complete projects for impaired employees or to work extra shifts to make up for their absenteeism also can have long-term effects on the health and job satisfaction of other workers. Drug-related problem behaviors such as mood swings, unusually long breaks, hypersensitivity to criticism, missing deadlines, and borrowing or stealing money from colleagues to finance a drug habit lower the morale of other workers. Finally, more than one-half of workers who live with or are related to an alcoholic or drug addict report that their own productivity at work is affected by anxiety about their relative or roommate.
Legal Issues
Also associated with workplace substance abuse are specific legal issues. These issues include federal regulation of transportation and other safety-sensitive industries, mandates applied to companies that do business with the government, the response of law enforcement to drug-related workplace crime (such as possession and sale of drugs, embezzlement, property theft, and violent assault), the rights of employees regarding drug and alcohol testing, and the introduction of workplace drug policies.
The first major federal law in this field was the Drug-Free Workplace Act of 1988, which requires some federal contractors and all federal grantees to establish drug-free workplaces to receive grants or contracts from any federal agency. The precise requirements vary somewhat according to whether the contractor or grantee is an individual or an organization.
The US Department of Transportation and the Federal Motor Carrier Safety Administration have strict regulations regarding drug use and drug testing for employees whose jobs require a commercial driver’s license. Similarly, the Omnibus Transportation Employee Testing Act of 1991 requires periodic testing of airline pilots for alcohol or drug abuse, including the abuse of prescription drugs.
Another legal issue related to workplace substance abuse is the rights of employees regarding drug testing, specifically involving federal and state disability laws. In general, substance abuse has not been considered a disability such that firing an addicted employee could be considered harassment or discrimination. Nonetheless, to avoid future lawsuits by former employees, employers are usually advised to seek legal advice when introducing a workplace drug policy.
Drug-Free Workplace Programs
The high human and financial costs of work-related substance abuse have led employers to introduce workplace policies intended to prevent and treat such abuse. To foster a drug-free workplace, a written statement of company policy regarding drug use, drug testing, consequences for violations, and similar matters should be provided to all employees and signed upon their employment. The document should be reviewed and updated regularly by professionals trained in substance abuse in the workplace and the legal implications of such behavior. With each update, employees must be informed and acknowledge any policy changes. Additionally, leaders should be trained to identify and handle employee substance use appropriately. With employee assistance programs, drug and alcohol training for employees, healthcare options for individuals with SUD, and referrals to professional counseling, the workplace can support employees' overall health and well-being.
Supervisors should document problems with an employee’s performance or productivity when drug abuse is suspected rather than attempting to diagnose an SUD or provide informal counseling. In addition, supervisors must protect employees’ confidentiality. One of the most challenging tasks in maintaining a drug-free workplace policy at all levels of a company is balancing the rights of affected employees to privacy and access to treatment with the rights of nonusers to a safe and drug-free workplace. Creating an open line of communication, providing positive or actionable feedback, and advocating for employees leads to a culture of health rather than a system of judgment and punishment.
Bibliography
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