Dealing with Drug and Alcohol Abuse … for Managers and Supervisors – M053E

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It has been estimated that as many as one out of ten workers has a substance abuse problem.
Alcohol and drug abuse in the workplace costs American businesses almost $200 billion every year.
Employees who work while they're "under the influence" help create an environment that is safer for everyone to work in.
The hazards that are associated with using marijuana have decreased since it has been legalized in some states.
Workers who are substance abusers may "spike" their coffee, soda or other beverages with marijuana.
OSHA's General Duty Clause requires employers to give random alcohol tests to truck drivers, dispatchers and mechanics with "safety-sensitive" jobs.
An employer may not terminate an employee who is a substance abuser without giving them a chance to overcome their problem by entering a treatment program.
Since substance abuse is considered to be a "recognized" hazard under OSHA's General Duty Clause, a manager must ensure that an employee who appears to be using drugs or alcohol does not pose a danger to themselves or others.
Medical privacy laws can prevent a manager from questioning an employee about medications they may be using.
A good substance abuse policy should spell out the steps a company will follow when a worker is suspected of being under the influence of drugs or alcohol.