How to overcome from alcoholism, smoking and drug abuse in organization

 

Alcoholism is a serious and widespread disease. It does not strike any particular group alcoholism can strike employees from janitor to the general manager. The morale of the other workers is likely to suffer as they are required to do the work of their alcohol peers.

Organizations employ three techniques to tackle alcoholism in workplaces. The first is disciplining alcoholics. Where disciplining fails, the alcoholic discharged. Second is in-house counseling by the HR department, the company doctor, or the immediate supervisor. Finally, companies use outside agencies, psychiatrists and clinics to deal with the problem of alcoholism.

Drug abuse is a recent phenomenon and is a serious one. Drug usage usually falls into one of three categories. Marijuana abuse, prescription drug abuse, and hard-drug abuse. Drug abuse is more evident among young employees and is found across all job levels. Employees who are drug addicts are often much more difficult to detect than alcoholics, liquor is easy to smell but not drugs. Besides, it is easy for an addict to pop a pill at lunch or on a break, undetected.

Drug abuse affects job performance. The problem of a drug addict indicates his or her on the job behavior

•          Are late 3 times as often as fellow employees.
•          Requests early time off during work.
•          Utilized sick leaves fully.
•          Involved in accidents often.
•          Less productive than other workers.

As a result of the increased use of drugs in the workplace, more and more companies have begun to use some form of drug testing for both job applicants and existing employees. Drug testing is risky. Some workers will have exposed to substantial liability for defamation from creating a false accusation of drug use. The following guideline can help avoid the risk.

•          Testing only applicants/employees whose jobs are considered safety-specific or critical.
•          Using only valid measures of drug use.
•         Obtaining valid consent of the applicant or employee and then provide the examinee with the result of the tests.
•          Maintaining strict confidentially of the results.

Smoking claims millions of precious human lives across the globe each year. In the past, employers had restricted employees smoking in order to reduce risks from fire or to comply with hygiene standards. As of now, organizations are exhibiting genuine concern and are initiating steps to check smoking at workplaces. Many of them have adopted no-smoking policies and are spreading awareness among employees to give up smoking. Some employees offer smoking cessation workshops as a part of health promotion efforts. HR professionals should know that anti-smoking initiatives are bound to receive resistance from smokers. Obviously, consultation with employees and their unions is helpful in breaking the resistance a make the workplace smoke-free.

References

Buddy T, 2020. very well mind. [Online]
Available at: https://www.verywellmind.com/substance-abuse-in-the-workplace-63807
[Accessed 29 April 2021].

Genevieve M, 2011. ncbi. [Online]
Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3860571/
[Accessed 29 April 2021].

Unison, 2019. Unison. [Online]
Available at: https://www.unison.org.uk/get-help/knowledge/health-and-safety/alcohol-drugs-and-substance-abuse/
[Accessed 29 April 2021].