Employee drug usage at workplace can cause significant troubles for the management and colleagues. Poor performance, less productivity, increased employee turnover, taking too many leaves, showing up late at working hours, workplace violence, etc are after-effects of using drugs in the workplace. Also, consuming drugs and alcohol inside work premises may lead employers to legal liability and other issues. What should employers do if they suspect an employee using drugs or alcohol during working hours? There are certain steps to be taken by the management to execute proper action against the doer.

Policy is Everything

The foremost thing is your policy must have written drug and alcohol testing for the suspicious employee if needed. In case of any drug or alcohol suspicion, the employer should have the authority to make the employee undergo the drug test. If the company policy does not include testing for reasonable suspicion, the employer has to consult a workplace consulting firm or a legal counsel to help in implementing one.

Documentation

You might get suspicious information regarding an employee’s activity from a co-worker or client before it is recognized by a manager or a team lead. It is crucial to document any complaints, concerns, or witnessing to any behavior to take further actions. The management has to watch the behavior of the suspected employee for a month at least to move against the doer. Observers have to document everything in detail. This should include the change in speech, odor, drowsiness, emotional or behavioral issues, and among others.

Open Talk

Once you have documented everything and have enough data against the employee who has used drugs inside the workplace, the employer should meet the doer in person for a discussion of what has been observed. A second party presence is recommended at the time of discussion as a witness. The employer can take the decision according to what is provided in the company policy. As per the intensity of the misconduct, a final warning, termination or suspension can be given to the doer.

Drug Test

Drug testing is a legal matter where further steps can be taken according to the company policy and legal advisors. If only the company policy allows, the employer can contact the drug test facility to make a notice that an employee from the organization is on his way for a suspicion drug testing. The employer should have a drug testing consent signed by the employee prior to sending him for the test. The employer should make sure to provide a transportation facility for the employee to go for the test. If the employee refused to go for the test, the employer can take the action immediately against the doer.

Act on the Test Result

If the test results are negative, contact the employee and return him to the previous job immediately. If the result is positive, the employer has the option of sending him for counseling, treatment and take him back to work. Most of the company policies offer to return back to work with a condition, the employee will be terminated with immediate effect if the employee is found under the influence of drugs at work again. An employer also has the option to terminate the employee immediately for the positive test results.

If it is termination, in Trst Score platform, the employer can mention the reason for termination and give employee review and low score for using drugs or alcohol at the workplace. It will be a blackmark in the doer’s professional life as it is visible to other employers on the TrstScore Platform.