Employee safety is crucial in any industry. Perhaps even more so, however, in industrial settings that involve dangerous scenarios and heavy equipment. Risks run high from construction sites to warehouses—and even the slightest impairment can cost lives.
According to American Addiction Centers, employees who work in blue-collar occupations suffer from higher rates of substance abuse, often as an attempt to cope with work-related physical ailments and stress. In construction specifically, there are some alarming statistics:
- 16.5% of construction workers report heavy alcohol use
- 1 in 9 say they have used illicit drugs in the past month
- 1.3% reported an opioid use disorder (almost two times the national average)
Whether or not employees are using substances on the clock might not matter—these substance use disorders can bleed onto the job site, resulting in impaired judgment and decreased coordination, focus and productivity.
Fortunately, there are several things employers can do to help employees who are dealing with these issues, and to discourage substance use on the job site.
1) Foster a Supportive Environment
More often than not, employees keep substance abuse hidden for fear of losing their job. This can worsen the issue, increasing pressure and resulting in addictions that spiral out of control. Employers who talk openly about these issues—and show support for those dealing with them—can remove the fear and stigma. In turn, employees will be more likely to seek help.
The issue goes both ways: Other employees will be more likely to report concerns about their colleagues’ substance use if they feel safe and protected from retaliation.
It’s a delicate balance, but employers can get there by implementing Employee Assistance Programs (EAPs) that provide confidential counseling and support services for drug and alcohol-related issues. EAPs can be instrumental in helping employees address their issues before they get worse. By offering a helping hand rather than punitive action, employees may be more likely to seek assistance and treatment voluntarily.
For employees who do seek treatment, it’s important to have a solid return-to-work plan in place. Collaborate with healthcare professionals to determine the best strategies for reintegration—prioritizing safety and the employee’s well-being. Providing a path back to work can motivate employees to seek help and stay on the path to recovery.
2) Outline and Share Comprehensive Substance Abuse Policies
Like any successful workplace initiative, preventing and addressing substance abuse requires a clear, comprehensive and well-communicated policy. This policy should clearly state the company’s stance on drug and alcohol use, the consequences of violating the policy, and the procedures for testing and rehabilitation. As mentioned earlier, it is important to communicate how employers will support employees facing these issues, to encourage honesty and integrity. It’s not enough to write this policy—it must be communicated during employee onboarding and as a refresher in ongoing training activities (see tip 3).
3) Offer Regular Training and Education
Training is key in the construction industry and other industrial segments. Integrate substance abuse training into your regular onboarding and ongoing training curricula. Training around substance abuse should be multifaceted:
- General training to make employees aware of the dangers
- Training on company policies around substance use—and how to get help
- Training to help supervisors and other employees recognize the signs of substance abuse and address the issue with empathy and professionalism (more on that here)
- Training on what to do in an emergency (see tip 5)
4) Conduct Random Drug and Alcohol Testing
Random drug and alcohol testing can be a powerful deterrent against substance abuse. What’s more, regular testing can help employers catch employees struggling with substance issues before their problems escalate, allowing for early intervention and support. Today, employers can take advantage of convenient testing options like on-site, on-demand testing.
5) Have a Plan of Action in Emergencies
Prevention is just one side of the coin. Employers need policies and training on what to do in the moment of suspected substance use—or in an emergency. As mentioned in tip 4, there are options for immediate, dispatched testing if a supervisor is concerned that an employee may be impaired. Employers should also consider having NARCAN on site in the event of an overdose.
Get ahead of substance abuse issues on your job site. On Site Medical can help with cost-efficient, on-site drug and alcohol testing and analysis. Enroll today to access this service for as low as $50 per employee.