SUBSTANCE USE AND WORKPLACE Dr. K. S. Njuguna

OBJECTIVES To understand drug abuse and related harms To identify the harmful effects of substance abuse in the workplace To recognize signs of an abuse problem To enforce requirements of policy and the law To take effective steps to assist employees in getting help, while protecting other workers and the organization

THE SCOPE OF THE PROBLEM Substance abuse is a serious workplace issue Most substance abusers are employed Anyone can be a substance abuser Drug abuse lead to mental health problems Mental Health: is defined as the state of wellbeing in which individual is able to realize his/her potential or abilities, cope with normal stresses of life, work productively and contributes to his/her community. Mental health problems lead to drug abuse

WHAT IS DRUG ADDICTION? Drug addiction is a complex illness characterised by compulsive, and at times, uncontrollable drug craving, seeking, and use that persist even in the face of extremely negative consequences. (NIDA, 1999) Addiction is a brain disease that is chronic and relapsing in nature.

Compulsive Drug Use (Addiction) VOLUNTARY DRUG USE Compulsive Drug Use (Addiction)

The Drug Use Experience INTERACTIVE MODEL OF DRUG USE Drug Form, price, availability, interaction with other drugs, previous experience Route, effects, actions, purity, potency, quality The Drug Use Experience Individual Environment Physical / emotional reaction, mood, current health, age, tolerance, knowledge, beliefs, memories, expectations Where, when, who, how, employment, social context, supply, peers, legality, culture, media, advertising, availability

PATTERNS OF DRUG USE dependent intensive purposive experimental

Types of problems: Thorley’s Model I R D Intoxication Accidents / injury Poisoning / hangovers Absenteeism High-risk behaviour Regular / excessive Use Health Finances Relationships Child neglect Dependence Impaired control Drug-centred behaviour Isolation / social problems Withdrawal symptoms and psychiatric problems Health Problems

THE COST OF SUBSTANCE ABUSE loss of productivity Abusers are: Less productive Absenteeism, presenteeism Higher rates of workers turnover Theft and other crime in the workplace Increased workplace accidents, violence and injuries Increased health care costs Increased workers’ compensation premiums

DRUG-FREE WORKPLACE Employer duty is to provide employees with a workplace “free from recognized hazards that are causing or are likely to cause death or serious physical harm” Substance abuse is such a hazard

DRUG-FREE WORKPLACE Comprehensive drug free workforce approach should include these components: Written policy Awareness program Monitoring and reporting requirements Employee assistance program Disciplinary actions

DRUG-FREE WORKPLACE POLICY Policy exists to: Prohibits use of alcohol and drugs in the workplace Protect the health & safety of all employees, customers and the public Safeguard employer assets from theft and destruction Protect professional ethics and trade secrets Maintain product quality, company integrity and reputation Provide for employees assistance program Comply with the law

KEY POLICY ISSUES Prohibits the possession, use, or sale of drugs or alcohol on company premises Forbids working under the influence of drugs Provides assistance for employees who want help for an abuse problem Imposes discipline on those who refuse help

KEY ROLES OF A WORK SUPERVISOR Promote awareness of the problem Communicate company policy about substance abuse in the workplace Monitor employee performance and behaviour Refer person abusing substance to professionals for assistance Administer appropriate disciplinary actions Ensure employee privacy and information confidentiality

CONFIDENTIALITY AND DOCUMENTATION Employee privacy requirements Beneficial effects of confidentiality Documenting performance Recording on-the-job incidents Keeping a record of supporting actions and recommendations

DETECTING SUBSTANCE ABUSE Abuse may not be obvious Abusers try to hide their problem Co-workers may be reluctant to speak up Family and friends may be involved in secrecy and denial Performance monitoring is the key to detection

DETECTING SUBSTANCE ABUSE Changes in performance Excessive tardiness and absenteeism Increased number of accidents or near misses Changes in appearance Extreme changes in attitudes and behaviour Mood swings Mental slowdown Secrecy

SUBSTANCE ABUSE EMERGENCY AT WORKPLACE Signs of a crisis : dangerous or threatening behaviours, impairment, possession of drugs and other drug illegal activity Call in your manager or another supervisor or law enforcement authority if necessary Quietly remove the employee Recommend a medical evaluation Document the incident

SUBSTANCE ABUSE IN WORKPLACE CHECKLIST Familiar with workplace policy and law? YES NO Understand requirements of Drug-Free Workplace ? YES NO Remind employees about policy? YES NO Distribute and post information about substance abuse? YES NO Know how to refer employees with abuse problems? YES NO Know what to do in an alcohol- or drug-related emergency? YES NO Familiar with the symptoms of drug abuse? YES NO Document incidents that might be alcohol- or drug-related and maintain confidentiality? YES NO