What To Do With Suspected Drug Users at Work

Your employees are the backbone of your business, which is why you should keep their well-being in check. Safeguarding their health can also mean keeping them away from substance abuse. So, what would you do if you suspect one or several of your workers are using illegal drugs while at work?

Confronting coworkers about the possibility of them misusing drugs on the clock can be tricky, as you can’t be entirely certain. Still, if the suspicion is reasonable, you must act in order to keep everyone safe from the consequences and risks associated with workplace drug use. You may follow these steps when faced with suspected drug users at work:

Review Your Company Policy

First, check your company policy to learn your limits regarding workplace drug testing. If you are just about to draft one for your new business, it should include a clause about drug testing for reasonable suspicions. This allows you to take immediate action in case you suspect an employee of drug use.

Document Observations

Observations of witnesses should be properly documented. Witnesses are preferably the concerned employee’s direct supervisors, colleagues in the same department, HR staff, and managers. Gather their statements and watch out for these common indicators of drug addiction.

Physical

• Bloodshot or glassy eyes
• Constriction or dilation of pupils
• Slurred speech
• Trembling or twitching
• Impairment of coordination
• Sudden weight loss
• Possession of drug paraphernalia or related items

Behavioral

• Aggressive or hostile behavior
• Moodiness
• Irritability
• Signs of sadness or depression
• Hallucinations

Have a Meeting With the Concerned Employee

Once the documentation is furnished and communally agreed upon by the witnesses, it is time to meet with the employee and discuss the matter. Have another person present in the meeting to serve as a witness. Avoid making the conversation like a reprimand; approach the employee with genuine concern.

If an accident happened because of suspected employee drug use, skip having a meeting. As part of the investigation, drug and alcohol testing can be conducted immediately following the incident.

Submit the Employee to a Drug Test

Have the drug test performed by a lab certified by the US Department of Health and Human Services. As much as possible, do not let your test applicants drive to the lab themselves. Have a designated driver drop and pick them up for their safety.

Take the Next Course of Action

If the test is negative, the employees can return to work. You can have them checked by a health professional if they exhibit signs of drug use despite the negative result.

If they test positive, check your company policy if immediate termination applies. Otherwise, you can opt to have them undergo counseling or treatment before allowing them to return to work.

For drug testing services, contact Drug Screen Compliance. We have been helping control workplace drug use in Texas for over 50 years.