20 Apr Want A Drug User On Your Work Team?

Want a Drug User on Your Work Team?

Drug and alcohol use can create serious drug-related safety concerns in the workplace. Employees who are impaired may have reduced judgment, coordination, concentration, and reaction time, placing themselves and coworkers at risk. A drug-free workplace program helps ensure employees are fit for duty and able to perform their work safely.

Guide for Discussion

Why Drug-Free Workplaces Matter

Employees working around vehicles, machinery, electrical systems, hazardous materials, elevated work areas, or other workplace hazards must remain alert and capable of making sound decisions. Drug or alcohol impairment can contribute to:

• Poor judgment and unsafe decisions;
• Slower reaction time;
• Reduced coordination and concentration;
• Failure to recognize workplace hazards;
• Improper operation of tools, vehicles, or equipment;
• Increased risk of incidents and injuries; and
• Reduced work quality and productivity.

Rather than relying on older statistics about drug users—which may be outdated or difficult to substantiate—the important safety principle is straightforward: employees must report to work fit for duty and remain fit for duty throughout the workday.

Drug and Alcohol Testing

Where permitted by law and company policy, workplace drug and alcohol testing may be conducted as part of a drug-free workplace program. Depending on the company’s policy and applicable requirements, testing may include:

• Pre-employment testing;
• Random testing;
• Reasonable-suspicion or reasonable-cause testing;
• Post-incident testing;
• Return-to-duty testing; and
• Follow-up testing.

Employees are expected to understand and comply with the company’s Drug and Alcohol Policy, including applicable testing requirements.

Prescription and Over-the-Counter Medications

Legal medications can also affect an employee’s ability to work safely. Some prescription and over-the-counter medications may cause drowsiness, dizziness, impaired coordination, or slower reaction time.

Employees should follow company procedures when medication could affect their ability to safely perform assigned work. Employees should not be required to disclose unnecessary private medical information to coworkers or supervisors.

Recognizing Possible Impairment

Possible signs of impairment may include unusual behavior, difficulty concentrating, poor coordination, slurred speech, unexplained changes in performance, or unsafe actions. However, employees should not attempt to diagnose another employee or determine whether that person is using drugs or alcohol.

If you observe behavior that creates a legitimate safety concern:

• Keep yourself and others away from an immediate hazard.
• Notify your supervisor or other designated company representative.
• Do not confront or accuse the employee.
• Allow management to follow established company procedures.
• Call for emergency assistance when an immediate medical or safety emergency exists.

Employee Responsibilities

Every employee contributes to maintaining a safe and drug-free workplace. Employees must:

• Report to work fit for duty.
• Remain free from impairment while performing work.
• Follow the company’s Drug and Alcohol Policy.
• Never use, possess, distribute, or be under the influence of prohibited substances at work as defined by company policy.
• Never operate vehicles, machinery, or equipment while impaired.
• Report legitimate safety concerns involving suspected impairment through the appropriate company channels.
• Cooperate with required testing procedures.

Remember

A drug-free workplace program is intended to protect employees, coworkers, customers, and the public. The objective is not to label or stigmatize individuals—it is to ensure that everyone performing safety-sensitive work is capable of doing the job safely.