As a business owner, it is imperative that you and members of your staff receive substance abuse in the workplace education and training to identify, handle and prevent drug and alcohol abuse in the office. There are many training programs and materials available to help you and your staff receive the necessary training and education required to help prevent alcohol and drug abuse in the workplace.

Encourage all of your employees to learn about employee drug abuse issues and treatments. Here are some additional things to consider about substance abuse in the workplace education and training:

1. Utilize training programs and materials from the U.S. government to learn about drug and alcohol abuse in the workplace as well as well as how to establish an employee drug policy.

2. Take online or distance learning classes to learn about workplace violence and substance abuse issues.

3. Continue your education with seminars, webinars and substance abuse intervention and prevention materials.

Action Steps
The best contacts and resources to help you get it done

Use governmental training materials and educational resources about workplace substance abuse

One of the best resources for substance abuse in the workplace education and training can be found on United States government websites. There, you can find information about federal drug-free workplace programs as well as information about prevention and intervention to help you develop and implement a drug policy and create a safe and healthy environment for your employees.

I recommend: Use the training and educational materials that are available from the United States Department of Labor website. There, you can learn about employee and supervisor training programs and also get workplace displays and information about substance abuse that you can insert in payroll envelopes. Learn about federal drug-free workplace policies and programs at the United States Division of Health and Human Services Division of Workplace Programs website.

Learn about workplace substance abuse issues by enrolling in online and distance learning classes

There are many programs available to learn about workplace substance abuse issues from graduate programs, to online and distance learning classes. Many busy business people prefer online or distance learning because they can create a study schedule and learn at their own pace, while others prefer a more intensive program. Whatever you choose, you can educate yourself and your employees conveniently about substance abuse intervention and prevention in the workplace.

I recommend: Attend the alcohol and drug abuse in the workplace education and training program at Narconon International that features supervisor and employee training programs as well as seminars. Learn about establishing a drug-free workplace policy when you and your employees attend the 30 minute online program offered by Workplace Answers. Find online workplace substance abuse programs at AddictionEd.org or take the distance learning substance abuse awareness and prevention classes featured at Training Resources.

Continue your workplace substance abuse education by attending seminars and using resource materials

Since alcohol and drug abuse in the workplace are ongoing issues, it's important to continue your education as developments in awareness and intervention arise. A great way to receive up-to-date information is by attending seminars and webinars where you can meet other business professionals and learn about their drug-free workplace policies. There are also resource materials available to educate and train you and your employees about substance abuse issues in the workplace.

I recommend: Go to the substance abuse in the workplace seminars, webinars and online courses listed at NAADAC. Use the drug and alcohol abuse in the workplace books and materials at BusinessTrainingMedia.com Inc. to educate and train yourself and your staff.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  Post information about where employees can receive substance abuse counseling in break rooms and other areas to promote substance abuse awareness.

Substance abuse in the workplace does not only lead to lost productivity; it can also lead to an increase in accidents, violence and overall cost to the employer. Substance abusers are less productive than non-abusers, miss work more often and are much more likely to file worker's compensation claims. Further, substance abusers are likely to have health problems that affect their performance, and their abuse may also lead to personal problems, distracting them from their jobs.

To combat workplace substance abuse, you need to let your employees know that it won’t be tolerated, but you also have to show them why your drug-free workplace policy also helps them, both personally and professionally. Creating a drug free workplace includes:

1. Crafting and implementing drug free workplace policies

2. Offering education about alcohol and drug abuse in the workplace

3. Providing support and substance abuse intervention to employees as necessary

Action Steps
The best contacts and resources to help you get it done

Establish a clear employee drug policy

The first step in combating drug and alcohol abuse in the workplace is to create clear policies. For the best results, your policies should include clear consequences for violation and should offer help to those who need it. You'll also have to make sure your drug-free workplace policies conform to local laws.

I recommend: Use the U.S. Department of Labor’s Drug-Free Workplace Policy Builder to create your basic policy, or create a more customized employee drug policy with Drug-Free Workplace’s Create-A-Policy. Review the U.S. Department of Labor’s clickable map to check laws for your state before you implement your employee drug policy and have your attorney provide the final approval for your policy.

Provide substance abuse awareness for your employees

Providing education to your employees goes a long way to preventing drug abuse in the workplace. A substance abuse awareness program can help them understand the personal costs of drug abuse, as well as the cost to their own jobs.

I recommend: Download a full suite of training materials from the U.S. Department of Labor. Get fact-based brochures about the dangers of drug abuse from The American Council for Drug Education. The National Institute of Alcohol Abuse and Alcoholism provides pamphlets in both English and Spanish addressing alcohol abuse in the workplace.

Implement drug testing selectively as part of your substance abuse intervention

While universal or random drug testing have the potential to reduce drug-related accidents, they can also create low employee morale and suspicion of management. With a more selective policy, such as mandatory testing when an accident occurs or when you see signs of intoxication, drug abuse goes down while employee morale stays up.

I recommend: Open a corporate account at TestCountry and get volume discounts for alcohol and drug tests. Buy non-invasive oral drug tests from Drug Alcohol Test.

Offer substance abuse intervention to your employees

Many drug or alcohol abusers know they need help, but they are afraid of losing their jobs should their employers find out they have a drug problem. Establish an employee assistance program (EAP) for your workplace and help employees get the counseling they need, referring employees to treatment and rehab services when necessary.

I recommend: Get quotes for multiple EAP providers at EAPQuotes. Find an EAP by state at the EAP Directory. If your employee needs rehab, get a referral from 800NoDrugs.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  Realize that even a positive test for drugs or alcohol doesn't mean your employee has a drug abuse problem; tests are not 100% reliable. Discuss the results with your employee and look for other signs of substance abuse in the workplace before you recommend substance abuse intervention.

Substance abuse in the workplace — whether alcohol or drugs such as methamphetamines and hallucinogens — is a sensitive situation that managers must sometimes address with their employees through an intervention. Interventions can be an emotional situation for manager and employee alike, but if the focus is on employee performance rather than substance abuse, the situation may be less hostile. It is also important for managers and employees to be aware of regulations pertaining to drug-free workplaces, in addition to resources available to them should they need treatment.

Action Steps
The best contacts and resources to help you get it done

Methamphetamines

Methamphetamines, also known as speed, crystal meth or ice, are a form of amphetamine that affects the body by speeding up the central nervous system. Methamphetamines may be snorted, smoked or injected and the simplicity (and low cost) of manufacturing this drug has led to its use among various demographics of people. After taking methamphetamines, people generally feel energized, while side effects include chest pain, nausea, paranoia and aggressive behavior.

I recommend: Visit the Office of National Drug Control Policy for more information on methamphetamines.

Hallucinogens

Hallucinogens, which include LSD, PCP and ecstasy, are psychedelic drugs that affect a person's senses. When taking hallucinogens, depending on the drug and individual, one may experience a sense of elation, terror or hallucinations.

I recommend: Contact the U.S. Drug Enforcement Administration for more information on hallucinogens.

Intervention

When an employee seems to have a substance abuse problem, a manager may hold an intervention, which is where the manager, along with other professionals, confronts the employee about the problem. When conducting an intervention with an employee, one should focus on job performance, have documentation to support the supervisor's claims, discuss the organization's drug-free workplace policy and any repercussions if performance does not improve to meet standards. Supervisors should also support the individual by offering assistance to improve work performance, as well as resources one may use to resolve personal issues.

I recommend: Refer to the U.S. Department of Labor for techniques on conducting a workplace intervention.

Department of Transportation regulations

The Omnibus Transportation Employee Testing Act of 1991 requires transportation industry employers to have drug and alcohol testing as part of their drug-free workplace program. This act applies to individuals possessing a commercial driver's license and who operate a commercial vehicle as defined by the Federal Highway Administration (FHWA). In addition to the drug and alcohol testing, employers must provide employees a policy statement that lists Department of Transportation elements, annual supervisor training on the effects of drug and alcohol, and drug and alcohol education certification to employees.

I recommend: Refer to the Department of Transportation Drug-Free Workplace Regulations for more information.

Substance Abuse and Drug-Free Workplace Act

The Substance Abuse and Drug-Free Workplace Act objective is to prevent and end the use of drugs and alcohol through education, enforcement and treatment. Employers must inform employees of the organization's drug-testing and alcohol-abuse policies, penalties for violation, definition of zero tolerance and resources that can help people with their substance abuse, such as treatment facilities or support groups. Management should also receive training on intervention techniques and legal issues surrounding drug testing and reporting.

I recommend: Visit Workplace Answers for training pertaining to the Substance Abuse and Drug-Free Workplace Act.

Narconon

Narconon is a nonprofit drug rehabilitation and prevention center with locations worldwide, whose mission is to eradicate substance abuse through its prevention, education and rehabilitation efforts.

I recommend: Visit Narconon International to obtain more information on its drug prevention, education and rehabilitation programs.