WHEN IS DRUG USE AN ISSUE FOR EMPLOYERS?

Just as there are different levels of drug classification, so there are different levels of drug use and harm.

RECREATIONAL DRUG USE - usually controlled and occasional use of drugs which do not significantly impact on a person's ability to cope with everyday life. Whilst in the past this has referred to drugs such as Cannabis or Ecstasy, there is a thin line between recreational and problematic use as all drugs have the potential to get the upper hand and become a 'problem'.

PROBLEMATIC DRUG USE can be defined in many ways depending on who you ask. Some people may view recreational drug use a problem. From our experience, problematic drug use is when it effects someone's everyday life, either their physical and mental health. For some people, what becomes problematic is the inability to control their use, for others it may be that their relationships suffer, their work suffers or they use their drug of choice in a way that have serious risks to their health. Either way, drug use for people in this group is stopping them fulfil their full potential - for you as an employer it may be impacting on your business and cannot be ignored.

PREVALENCE, RISK & COST

Given the availability of alcohol and illegal drugs, substance use and its effect on the workplace is an issue employers can no longer ignore and that is true for the Isle of Man as in the UK.

According to UK statistics:

In addition to the measurable costs of increased sickness, poor productivity and poor quality of work, there are hidden costs for employers who do not address the problem of drugs and alcohol at work. These include:

• Diverted managerial time
• Friction among workers
• Rapid staff turnover
• Disciplinary and legal actions
• Health and Safety implications

These days, it is vital that employers attract, retain and develop an educated, effective and healthy workforce. To this end, those who successfully manage drug and alcohol issues will be:

• Creating a more productive working environment
• Protecting their employees and their business
• Fulfilling their duty of care to safeguard the health, safety and welfare of their employees
• Protecting themselves against the cost of dealing with the problems associated with substance use
• Raising awareness of substance use with staff
• Demonstrating good corporate social responsibility (CSR)

Ultimately the best way to respond to the issue of substance use at work is to implement a robust workplace policy on drugs and alcohol and USE IT!

MAKE SURE YOUR STAFF ARE AWARE OF YOUR DRUG AND ALCOHOL POLICY!!

Time and time we hear of staff being dismissed for drug use issues either because there is no policy to handle it at work or there is and the staff do not know about it. Make sure your staff know what the procedures are, what is acceptable and what is not.

QUESTIONS TO ASK YOURSELF. IF YOU DO NOT KNOW THE ANSWER THEN ITS TIME TO FIND OUT:

• Is it acceptable for staff to have a drink at lunchtime? Or is that only if they are taking clients out?
• If they are taking clients out for lunch and they drink - whose issue is it if they drink and drive?
• Do your staff know whether they can come to you if they have drug or alcohol problems that are affecting their work and will you help them as much as you can?
• Do you know where you can refer staff to?
• What is your policy if a staff comes to you to tell you their colleague has a drug or alcohol problem?
• Will smoking be included in your policy document? How do you deal with smoking issues?