Everyone is well aware that drinking and driving is a dangerous combination, but we also need to recognize that drinking and/or using drugs in the workplace is equally hazardous. Impaired workers might not be able to concentrate on the task at hand. Depending on your job function, an error could cause injury or even death to yourself or a co-worker.
All employees need to share the responsibility for workplace safety. If you know that a co-worker is impaired on the job, you must report his or her condition to a supervisor immediately. If you choose to ignore the situation, you could be putting yourself or others at risk of an accident or injury.
Your supervisor can assist the employee in finding a company-sponsored or community-based treatment plan. The critical thing to remember is that the workplace is no place for drugs and alcohol.
Key Points to Consider
- Difficulty in job performance can be caused by unrecognized personal problems, including addiction to alcohol or other drugs.
- Help is always available to any employee who is struggling with substance abuse.
- It is an employee’s responsibility to decide whether or not to seek help.
- Addiction is both treatable and reversible.
- An employee’s decision to seek help is private and will not be made public.
Employee Assistance and privacy
If your company offers an Employee Assistance Plan (EAP) or a Drug-Free Workplace Program and you or a co-worker seeks help through the plan, you can be assured that conversations with EAP professionals are confidential and protected.
- Conversations with an EAP professional -- or other referral agent -- are private and will be protected.
- All information related to performance issues will be maintained in an employee's personnel file, but data relating to treatment referrals will be kept separately.
- Information about treatment for mental illness or addiction is not a matter of public record and cannot be shared without a release signed by the employee.
- If an employee chooses to tell co-workers about his/her private concerns, that is his/her decision.
- When an employee tells his/her supervisor something in confidence, supervisors are required to protect that disclosure.
Employers may also support workplace safety and testing programs through services such as Drug and Alcohol Testing Insurance, which can help with policy considerations and program administration.
If you need guidance on options or coverage related to workplace substance policies, consider discussing them with your insurance representative — talk to an agent.
Frequently Asked Questions
What signs might indicate a co-worker is impaired at work?
Look for sudden changes in behavior, poor concentration, slurred speech, unsteady movement, odor of alcohol, or unexplained absenteeism; report concerns to a supervisor rather than confronting the person directly.
Will seeking help through an EAP affect my employment record?
Information about treatment referrals is kept separate from standard personnel records, and treatment details are confidential unless you provide written consent to share them.
Can a supervisor require testing if impairment is suspected?
Policies vary by employer and jurisdiction; many workplaces have procedures for reasonable-suspicion testing, so follow your employer's policy and report concerns to the appropriate manager or HR representative.
How can an employee get help for substance use?
Employees can contact their EAP, human resources, or a trusted supervisor to learn about company-sponsored or community-based treatment and support options.