Drugs are an increasing concern for employers, and especially employers in the construction industry. Drug use on your job-site has the potential to put everyone in the vicinity at risk – not just the user – so it’s your responsibility to set rules and take control of the situation.
But is it possible to make a job-site totally drug free?
The Dangers of Drugs on a Construction Job-Site
The ideal situation would be a job-site that’s entirely drug free. Any amount of drug use, whether it’s on the property or outside of the property, poses several threats to your business:
· Imminent danger. The most obvious risk is imminent danger to any intoxicated employee as well as anyone around them. Alcohol and other drugs lower inhibitions, impair judgment, reduce reaction time, and can affect balance and motor skills. While impaired, employees are much more likely to make mistakes and cause accidents, which can lead to injuries and even deaths.
· Lack of productivity. Even if those accidents are avoided, your workplace will likely suffer from a lack of productivity if your workers abuse these types of substances. If intoxicated, they may be lethargic and less able to handle their responsibilities. If they’re struggling with substance use outside of work, they may not come to work fully prepared to give their best effort.
· Higher insurance premiums. Sustaining any accidents on your job-site also stands to greatly increase your insurance premiums, imposing a much higher cost burden on your business.
· Cultural impact. Substance use in a construction environment also carries cultural impact. If any of your employees are obviously using substances with no consequences, morale may fall. Even worse, other employees may begin using those substances as well.
Why Perfectly Drug Free Job-Sites Are Difficult to Manage
Unfortunately, it’s hard to create a job-site that’s entirely and provably drug free. There are several reasons for this, including:
· Susceptibility to substance use. Construction is an industry where people are highly susceptible to substance use. Construction employees are disproportionately likely to use alcohol and other intoxicating substances as a way to relieve stress, relieve pain, or simply enjoy recreational time.
· Private lives. Even if you have extremely strict measures on the job-site, you can’t control what people do in their personal lives. Addiction is a terrible disease, and many people struggle to resist temptation when no one is watching them.
· Imperfections of control measures. There are many control measures that can help you reduce and control drug use by your employees, but all of these measures are imperfect, as we’ll see.
How to Reduce Drug Use on Your Job-Site
So how can you reduce drug use on your job-site?
· Create a robust drug policy. Start by creating an overarching drug policy for your workplace. You should strive to design a policy that explicitly prohibits any alcohol or intoxicating substance use on the job-site itself, and you should outline control measures you’ll have in place for reducing the likelihood of intoxicated employees working on the job-site.
· Educate your employees. Educate all your employees about the dangers of intoxicating substance use. They’ve likely heard it all before, but a reminder never hurts. Make sure you emphasize that the consequences aren’t just related to them, but also to the people around them.
· Use random testing. In most areas, it’s legal for employers to drug test their employees, but there may be restrictions and limitations on how you do it. Work with OSHA, state governments, and your insurance companies to ensure you’re following the correct procedures. Within those parameters, consider implementing random drug testing, which sets the tone of a zero-tolerance policy.
· Employ post-accident testing. No matter what, you should employ post-accident testing. If there is an injury or death on the job-site, this will help you determine whether drugs played a role.
· Test upon reasonable suspicion. In some cases, it also makes sense to test upon reasonable suspicion. If an employee behaves erratically or unusually, consider submitting them to a drug test.
· Pay attention to the warning signs. Pay close attention to warning signs of substance abuse. Disorientation, slurred speech, and erratic movements indicate intoxication, while irritability, generally erratic behavior, and unpredictability may indicate a substance use problem outside of work.
· Connect to resources. If an employee is struggling with substance use, it’s best to be empathetic and supportive, to whatever extent you can. Offer help and kindness, and direct them to resources that might be able to help them. There are likely free support groups and other community support organizations active in your area.
Unfortunately, it’s not possible to guarantee that your job-site will remain totally drug free. However, with the right control measures, you can greatly discourage drug use and keep your workplace much safer.
