Water Well Journal
Issue link: http://read.dmtmag.com/i/617280
One of the best places for employers and managers to begin is simply opening dialogue with employees. For instance, ask a struggling employee if they have a medical condition or disability that causes them to exhibit these characteristics. If the employee answers yes, you should discuss certain accommodations that might aid them in their job performance. If they say no, however, you may have grounds for drug testing or disciplinary action. While you want to leave this kind of determination in the hands of employers, managers, and supervisors, you can also empower the rest of your workforce to report suspicious activ- ity by creating a tip line that allows them to call anonymously. A suggestion box in an employee lounge or eating area can be just as efficient. Depending on what your next steps will be, you should in- clude in your policy all company property, such as lockers and desks, are subject to search. Taking Disciplinary Action In the case where an employee tests positive for drug use or fails a sobriety test, you need to decide what type of disci- plinary action will be taken. Perhaps surprisingly, the consensus among most experts is immediate termination. Though perhaps the safest thing to do is fire the employee, some employers opt for an alternative— such as helping the worker enroll in a drug or alcohol rehabili- tation program and allowing them then to return to work upon completion. But be cautious when deciding upon disciplinary action because some employees may be protected under the 1973 Americans with Disabilities Act, which prohibits discrimination against recovering alcoholics who are under- going treatment. Doctor-Prescribed Drugs All drugs aren't necessarily illegal, and employees might offer a doctor's note or prescription in order to excuse their suspicious behavior. An employee who is taking painkillers for an injury may succumb to drowsiness or other symptoms, which could affect their productivity and safety on the job. You should address such situations by including a state- ment in your policy that instructs employees to notify employ- ers if they are taking such medication. However, if you suspect the abuse of prescription drugs, the best thing to do is approach the issue as one of general employee misconduct, not drug use. This way, you won't risk violating HIPAA (Health Insurance Portability and Accounta- bility Act) regulations, which protect the confidentiality of employee health information. Drugs and alcohol give a lot to employers to think about. Make sure you do your research when establishing your policy. WWJ Alexandra Walsh is the vice president of Association Vision, a Washington, D.C.–area communications company. Twitter @WaterWellJournl WWJ January 2016 45 An Insurance Program for the Groundwater Industry Coverage Available dustry. ment in ip dwater equ for the groun rillers, core sampling d eeds of water well and n e u iq n e u Coverage is customized to meet th Contact Us ected t usiness Well Pro our B Keep Y # ) # # ! ! " . + , / % . - / ( * . 0 ' $ # : act t n roker co t or b agen ave your h ard on WellGu . www.wellguard.com * & % % & & & & ! & ! &