The Advisor

Resources for Supervisors, Managers, and Human Resources Personnel

Alcohol and Other Drugs at Work

Alcohol and drug use at work is a perennial problem. While the names of popular drugs of abuse may change as new ones come onto the scene, the issues that organizations face when addressing their impact does not.

Common ways that alcohol and other drug use affects the workplace include:

  • Use of alcohol, marijuana, or illicit drugs while on the job
  • Employee behavior or performance impaired by legal prescription medications taken to manage pain or health conditions
  • Employees feeling sick or “hung over” while on duty as a result of alcohol or other drug use when not at work
  • Often, an employee who is struggling with substance abuse will have a
  • pattern of recognizable behavior. Signs to watch for include: 
  • Unexplained absences or excessive use of sick leave
  • Tardiness or leaving work early
  • Unscheduled Monday/Friday absences
  • Taking longer, or more frequent, breaks than normal
  • Frequent colds or runny nose (this can be both a side effect of cocaine use and a symptom of narcotic withdrawal)
  • Chronic physical illness (stomachache, headache, digestive issues) without other medical explanation
  • Financial issues, such as asking for pay advances
  • Missed deadlines, errors, incomplete work, or making poor decisions
  • Struggling to remember instructions or key details
  • Complaints from customers about inappropriate or ineffective interactions
  • Strained relationships with co-workers (including avoiding or isolating from others)
  • Sudden or unusual changes in behavior without a clear cause
  • Belligerent or argumentative behavior

If you notice an employee engaging in any of these behaviors, do not assume it is due to a substance abuse issue. However, it is important to document the behavior and address any performance concerns that may arise in a timely manner. (See “How Do I Say That?” on page 3 for guidelines on how to address these concerns.)

It’s also helpful to stay up-to-date on your company’s policy regarding alcohol and other drug use in the workplace, including “for cause” drug testing. Your Human Resources department can provide a copy of the policy and answer any questions you may have.

In addition, both HR and LifeMatters can help you prepare to meet with an employee whose performance may be deteriorating due to alcohol or other drug use. Common reactions that you may encounter include: 

  • Denial. The employee may insist that the problem does not exist and that others are “out to get” him or her. In this situation, your documentation of the employee’s behavior will be key.
  • Rationalization. The employee may try to make excuses, citing stress or long hours as a reason for the drop in performance. Stay focused on the performance concerns while also discussing ways to help the employee more effectively manage his or her workload.
  • Anger. The employee may yell or make threats about what he or she will do if you continue to pursue the topic. In this instance, it’s important to stay calm and wait for the employee’s outburst to end before continuing the conversation. If the employee threatens violence, follow appropriate safety procedures.

Alcohol and other drug abuse at work may be stressful, not just for you, but for your team as a whole. The LifeMatters Management Consultation Service can help you address the impact of substance abuse issues on you or your team. Call anytime.

Common Terms

  • One Drink: Measured as 12 oz. of beer, 5 oz. of wine, or 1.5 oz. of hard liquor.
  • Heavy Drinking: 15 or more drinks per week for a man (eight or more for a woman).
  • Binge Drinking: Five or more drinks for men and four or more for women within the space of two hours.
  • Substance Abuse: A pattern of alcohol or other drug use that affects a person’s behavior, health, relationships, and work.
  • Addiction: A chronic disease that produces a strong craving for the user’s drug or drink of choice, an inability to limit use, and continued use of one or more substances despite negative impacts on the person’s relationships, work, finances, or legal situation.
  • Opioid Crisis: The increase in the use of narcotics, either legally or illegally, resulting in a significant spike in both overdose deaths and addiction rates in recent years.
  • Controlled Substance: A drug that is regulated by the federal or a state government.

How Do I Say That? Under the Influence

If an employee’s behavior indicates that she or he may be under the influence of alcohol or other drugs while on the job, you need to take immediate action.

  1. Gather facts. A person who is under the influence at work may show signs of impairment, such as:
  • Smell of alcohol or marijuana
  • Sleepiness or lethargy
  • Confusion or disorientation
  • Slurred speech
  • Bloodshot or glassy eyes
  • Fixed or dilated pupils
  • Flushed, sweaty, or disheveled appearance
  • Aggressive or combative demeanor
  • Clumsiness, difficulty walking, or poor hand/eye coordination
  • Disregard for safety procedures

2.An individual’s behavior may be affected even if alcohol or other drugs are no longer in his or her bloodstream. For instance, the person may have a headache or impaired coordination due to a hangover or cold-like symptoms from narcotic withdrawal.

3.Document behaviors and ask another manager to corroborate your findings. Track your observations based on the frequency and duration of the events. Make a note of any patterns you observe and keep this documentation handy for when you meet with the individual. At this point, it is essential to consult with Human Resources, especially if your company has “for cause” drug testing.

4.Schedule a private meeting with the employee. Use clear, objective language to state your observations and outline your concerns. Sample language: “I have noticed (list behaviors) and I am concerned about your wellbeing and safety.”

5.Avoid labeling the employee’s behavior. Comments like “I think you have a problem with alcohol or drugs” may have implications for your company under the Americans with Disabilities Act. Keep the focus on your factual observations.

6.Listen. The person may become angry or say things like “You think I’m an addict.” Don’t engage; instead, reiterate that your focus is on work performance and conduct. Stay calm and maintain an even tone of voice.

7.Consult with Human Resources to determine next steps. Depending upon company policy, your options may include:

  • Requesting a “for cause” drug test
  • Sending the person home (if she or he seems impaired, the company must provide transportation)
  • Making a performance referral to LifeMatters

When confronting a staff member about alcohol or other drug use, remember that taking prompt action is necessary to protect not just the individual employee, but the safety of the workplace as a whole.

LifeMatters is available to provide assistance with workplace substance abuse concerns 24/7/365. Please call.

Management Consultation

LifeMatters is available to help with:

  • Confronting an employee about performance issues
  • An employee’s personal problem
  • Suspected drug or alcohol use on the job
  • Interpersonal conflicts between team members
  • Establishing clear, attainable expectations for performance
  • Addressing crisis situations, such as a violent incident, the death of an employee, or a natural disaster
  • Your own personal concerns
  • Any other work-related issue

LifeMatters offers professional management consultation when you need it, as often as you need it. Call anytime.

Call the LifeMatters Management Consultation Service toll-free anytime. 1-800-634-6433

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