Alcohol and drug testing using breathalysers, saliva and urine tests is an important deterrent to employee substance use in the workplace. However, it is just one deterrent and should be recognised as a component of a larger plan designed to maintain a drug free environment. Part of that larger plan is supervisor training in workplace detection. Ensuring managers and supervisors are trained to recognise drug and alcohol gives a double advantage. First, the training increases the likelihood that substance use will be detected earlier. However, just as importantly, supervisor training can also act as a deterrent when staff members recognize that training and management expertise.
Recently, a study published by the University at Buffalo Research Institute on Addictions offered some interesting insight into employee thinking. The researchers discovered that, when employees believe their supervisor is able to detect substance abuse and the supervisor will do something about after detection, the staff members are less likely to use drugs or alcohol in the workplace. The researchers interpreted the study results as suggesting that supervisor training in detecting and approaching employees using alcohol or drugs is an important component of controlling substance use in the workplace.1
Psychological Impact of Witnessing Consequences
Interestingly, the same report indicated that supervisors clearly trained to detect and enforce the drug and alcohol policy contribute to improved workplace morale for workers who do not use drugs and alcohol. It is discouraging for employees to work in an environment where the use of drugs and alcohol is tolerated, whether by design or due to lack of management training. It is just as discouraging when a random drug and alcohol testing program does not lead to enforcement of the policies. If there are no consequences for testing positive for substance abuse, the entire program is weakened. On the other hand, it is encouraging when a supervisor suspects drugs are being used, orders a drug test, and then imposes consequences like an employee being sent home right away to reduce workplace safety risks, followed by a requirement to attend counselling. Co-workers feel safer, and there is a greater sense of equity because those violating workplace policies are not allowed to continue their behaviours, jeopardising the safety of others.
The front line managers and supervisors are the people most likely to detect substance abuse amongst staff members. Supervisor training includes teaching them how to detect employee behaviour patterns like high rates of absenteeism or odd and erratic behaviour. In addition, supervisors should learn to identify the type of conditions under which people are more likely to succumb to substance use, like high stress working conditions.
Frequent Policy Discussions Strengthens Program
Managers should know the workplace drug and alcohol policy, ensure staff understands the policies and procedures and possible disciplinary actions, and regularly discuss the topic at meetings. The staff discussions is an ideal time to prove in-depth knowledge of drug and alcohol abuse practices and to let it be known that substances will not be tolerated. However, just as importantly is the consistent application of the rules. There should be a hierarchy of disciplinary actions for those who violate the rules. That hierarchy may include a formal warning, required treatment, suspension, and eventually dismissal.2
Employees need to know that supervisors will enforce the company drug and alcohol policies and will adhere to a testing program. That is a deterrent to workplace substance use and abuse, and ultimately that is the end goal. The latest research is indicating there is an important psychological aspect to maintaining a drug and alcohol free workplace.
Mediscreen (http://mediscreen.net.au/) offers drug and alcohol screening services with quick turnaround and online access to results. Supervisors can use the services to reinforce the workplace drug and alcohol policies.
References
1 Saldi, Sara. (2012, March 27). New Study of Employee Substance Use Shows the Need for Supervisor Training. Retrieved from University at Buffalo Research Institute on Addictions, State University of New York: http://www.buffalo.edu/news/releases/2012/03/13305.html
2 Department of Justice and Attorney-General. (2012, July 12). Framework for alcohol and drug management in the workplace. Retrieved from Workplace Health and Safety Queensland: http://www.deir.qld.gov.au/workplace/resources/pdfs/alcohol-drug-management.pdf
