Employers need to have an alcohol and substance abuse policy to deal with employees abusing either of these substances while at work. In addition, the following guidelines should be followed when dealing with people who you suspect of using drugs or alcohol while at work:
If it becomes apparent that the person cannot carry out their job role due to their alcohol or drug use, they should be suspended without pay until further notice (obviously, this would depend on whether they can do their job well when not drunk/high). If they manage to get clean before their probationary period ends, their employment can continue like normal. However, if they relapse during their suspension, termination becomes an option.
It is important for managers to take immediate action when they get wind of drug or alcohol abuse by employees because it can affect their job performance, make them more vulnerable to bullying and harassment, and put them at greater risk of accidents at work.
When the manager suspects an employee of substance abuse, they should tell the person that if they fail a drug and/or alcohol test, they will be suspended without pay (again, this would depend on whether they can do their job well when not drunk or high). This may help shame them into getting clean before being tested, so they don’t have to face possible termination from their job.
Employers are very liable for the actions of their employees while at work, so they must be aware of their duties in regards to setting up an alcohol and substance abuse policy. The following guidelines should be followed when dealing with people who you suspect of abusing drugs or alcohol while at work: If it becomes apparent that the person cannot carry out their job role due to their alcohol or drug use, they should be suspended without pay until further notice (obviously this would depend on whether they can do their job well when not drunk/high). If they manage to get clean before their probationary period ends, their employment can continue like normal. However, if they relapse during their suspension, termination becomes an option. Managers need to take immediate action when they get wind of drug or alcohol abuse by employees because it can affect their job performance, make them more vulnerable to bullying and harassment, and put them at greater risk of accidents at work.
When the manager suspects an employee of substance abuse, they should tell the person that if they fail a drug and/or alcohol test, then they will be suspended without pay (again, this would depend on whether they can do their job well when not drunk or high). This may help shame them into getting clean before being tested, so they don’t have to face possible termination from their job. If an employee believes his employer has mistreated him/her regarding termination due to illegal drug use, he/she should seek advice from an employment lawyer about his/her legal options.
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