1. SUBSTANCE USE AND WORKPLACE
Dr. K. S. Njuguna

2. 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

3. 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

4. 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.

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

6. 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

7. PATTERNS OF DRUG USE
dependent
intensive
purposive
experimental

8. Types of problems: Thorley’s ModelI 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

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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

18. 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

19. 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