Task Solutions-About Construction Company : MGMT222

Task Solutions-About Construction Company : MGMT222

Running head: SUBSTANCE ABUSE AT WORKPLACE
SUBSTANCE ABUSE AT WORKPLACE
Name of the Student
Name of the University
Author Note
SUBSTANCE ABUSE AT …

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Running head: SUBSTANCE ABUSE AT WORKPLACE
SUBSTANCE ABUSE AT WORKPLACE
Name of the Student
Name of the University
Author Note
SUBSTANCE ABUSE AT WORKPLACE 1
INTRODUCTION
With the increase in the use of and dependency on alcohol and drugs, it has become
evident to bring in a new policy to eradicate its ill effects on the employees. As the
responsibility of health and wellbeing is also attributed to the workplace and work
environment, hence, it becomes the responsibility of the stakeholders and Company officials
to take care of their employees ’health and wellbeing [1]. This essay delves deep into one
such policy and provides astring critique against it. It considers the Alcohol and Drug Policy
of William Day Construction Company and discusses its purpose and objectives, scope and
application, roles and responsibilities, confidentiality, policy standards, prevention, self-help,
assessment, rehabilitation, aftercare, investigative procedures, searches, consequences of
policy violation, hosting social functions and policy evaluation [2].
DISCUSSION
Purpose and Objectives
Drugs and alcohol find their usage in the daily lives of numerous people, and it also
has along history. Its usage has been increasing day by day, especially among the younger
population. Hence, it is necessary to bar them from irresponsible usage like excessive
consumption or consumption during working hours. As the workplace is often considered as
a mirror of society, restriction of these elements is necessary to ensure that it does not
encourage other people who are not addicts. Alcohol and Drug policy of William Day
Construction promotes health and wellbeing of its workers and emphasizes on establishing
and supporting the ideas itbelieves in.
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Scope and application
The policy applies to all employees and contract workers as well as the management
while they are engaged at work on the Company worksites or premises. It is also applicable
to the agents and sub-contractors while they are working at the Company worksites. The
policy will also be enforced on employees while they are working with Company equipment
and vehicles.
Roles and responsibilities
The implementation and enforcement of the policy should be done responsibly by-
ï‚· Employees- They are should follow the guidelines, encourage their co-workers to do
the same and cooperate with the Company officials in any investigation regarding
violation of the policy.
Recommendation- Every employee should not be judged and tested randomly unless
their job gets hampered because itcan create asense of distrust among them [3].
ï‚· Supervisors- Monitoring proper implementation of the policy and its compliance by
the employees, taking appropriate steps in case of its violation and guiding the
employees who have drinking problems.
Recommendation- They should create apositive work environment for the employees
[3].
ï‚· The Alcohol and Drug Program Administrator- Ensuring effective implementation of
the policy, supporting the supervisors and employees who require help and delivering
supervisor training and employee education programs.
Recommendation- These programs should be designed both for awareness and
prevention of addiction [3].
ï‚· The Resource Group- Helping in management of the policy.
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Confidentiality
Confidentiality is to be maintained at all times except at times of need when limited
information are required to be disclosed.
Recommendation- As itis asensitive issue, anonymity must be maintained [4].
Definition
Some important terms related to this policy are-
1) Mood altering substance- A product, other than drugs and alcohol, used illegally or
legally by employees that results into their physical or cognitive limitations and which
negatively impact employee performance at work are known as mood altering
substances. For example, synthetic marijuana, doda, aerosols, inhaled products, oils
and creams and consumables.
2) Drug Paraphernalia- It refers to a personal property associated with drug use or
substance use, except the devices used for medication administration that is legally
prescribed.
3) Substance Abuse Professional- It refers to aprofessional who has adequate clinical
experience and knowledge for the diagnosis and also the treatment of disorders related
to drug and alcohol use.
Policy Standards/Work rules
The policy standards to reduce drug and alcohol use are-
1) Mood altering substances, illicit drugs and alcohol are completely prohibited in any
form like cultivation, possession, use, offering or sale, distribution and manufacture.
2) Drug paraphernalia are also prohibited.
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3) The Company bans its usage for employees when they are on duty.
4) Some medications are of major concern that causes inhibition in an employee ’sability
to perform his duties. Hence, intentional misuse of such medications is prohibited by
the Company.
5) For employees who are in need of medications of major concern, are advised to act
responsibly.
Recommendation- Policy should also include heavy penalties and employment
termination to prohibit drug use [5].
Prevention
The Company ensures prevention of illicit drug and alcohol use by making sure that
the Company employees are complying to the policy and guidelines at all times. This policy
also encourages employees to come forward with their weaknesses and deal with them
upfront.
Recommendation- The supervisors should act as their advocate and help them recover [3].
Self help
The Company encourages employees to access assistance in case of any drug related
problems. As per the Company policy, they are advised to disclose their issue to their
supervisor or the management or the Resource Department, who will in turn refer him/her to
the Substance Abuse Professional for assessment of the problem. They would also provide
appropriate treatment and aftercare programs to help the person in need.
Recommendation- The policy should may also include the engagement of family members of
employees to help them recover [3].
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Assessment, Rehabilitation and Aftercare
As per the policy, aperson may confront their dependency on illicit drugs and alcohol
and ask for help from the Company officials, so that they can extend their arms to help them.
The affected employee can then, be provided appropriate treatment and rehabilitation. As a
part of the aftercare protocol, the employee receiving treatment through the Company is
required to comply by the policy and terms of the rehabilitation and aftercare program, so that
the intervention proves to be effective.
Recommendation- Rehabilitation program should be person-centered through confidential
meetings [6].
Investigative procedures
The investigative procedures would be applied in-
1) Unfit for duty situations
2) Alcohol and Drug testing
3) Possession of drugs or alcohol
4) Loss of license, applicable to the drivers of any vehicle operated under the Company.
Recommendation- These procedures should be mainly applied in case of performance
deficiencies to improve them [6].
Searches
Drug testing is to be done through the collection of specimens by trained collection
agents. Alcohol tests would include breath analysis while drug tests would include urinalysis
and oral fluid collection. POCT would be used for testing cannabinoids. Laboratory tests, if
required, will be done through gas chromatography or mass spectrometry. Positive results
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would be reviewed by the Medical Review Officer, who would discuss the findings with the
employee to determine the legitimacy of drug use.
Recommendation- False positive or false negative results must be avoided to retain employee
faith. In case of confusion, lab authorities must be consulted [7].
Consequences of Policy Violations
The consequences include removal from the position or making an agreement with the
Company to engage in treatment and rehabilitation programs before joining as an employee
of the Company. Any compliance failure would lead to termination of the employee from the
Company.
Recommendation- Heavy penalties should also be imposed on the employee [8].
Hosting social functions
In social functions, alcohol may be consumed responsibly to the recommended limit
but the use of cannabis is prohibited completely.
Policy evaluation
Policy evaluation are to be done by the Company stakeholders, supervisors, the
Alcohol Drug and Program Administrator and Resource Groups.
Recommendation- Constant improvement and upgradation of the policy must be
recommended by them.
CONCLUSION
The Drug and Alcohol Policy is one of the important policies that demonstrates a
Company ’sattitude towards its employees. Any Company having the drug and alcohol policy
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can be considered as one acting in favour of the employees and is taking an initiative to look
after its employees. The Company employees, supervisors, the Drug and Program
Administrator and the Resource Group are responsible for implementation of the policy
throughout the organization. It is aimed at preventing drug and alcohol use among employees
by ensuring that they follow the policy. It also aims at helping out those in need and who
confronts their addiction. The Company encourages self-help by allowing them to come
forward with their problems on drug and alcohol dependency. It also provides treatment and
rehabilitation to the addicts. Hence, this policy can be considered as one acting in favour of
its employees.
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REFERENCES
1. Roche A, Kostadinov V, McEntee A, Allan J, Meumann N, McLaughlin L.
Evaluation of aworkshop to address drugs and alcohol in the workplace. International
Journal of Workplace Health Management. 2018 Nov 27;12(1):2-14.
2. WILLIAM DAY CONSTRUCTION. Alcohol and Drug Policy. WILLIAM DAY
CONSTRUCTION; 2022.
3. Substance Abuse ad Mental Health Services Administration. Prepare Your
Workplace [Internet]. 2022 [cited 2 May 2022]. Available from:
https://www.samhsa.gov/workplace/toolkit/plan-implement-program/prepare-
workplace
4. Lancaster K. Confidentiality, anonymity and power relations in elite interviewing: conducting
qualitative policy research in apoliticised domain. International Journal of Social Research
Methodology. 2017 Jan 2;20(1):93-103.
5. Conduct P. SUBJECT: ALCOHOL, TOBACCO, DRUGS, AND OTHER SUBSTANCES
(STAFF). Personnel. 2019;6150(1):2.
6. Malick R. Prevention of substance use disorders in the community and workplace. Indian
journal of psychiatry. 2018 Feb;60(Suppl 4):S559.
7. Kulig K. Interpretation of workplace tests for cannabinoids. Journal of Medical Toxicology.
2017 Mar;13(1):106-10.
8. Toney-Butler TJ, Siela D. Recognizing alcohol and drug impairment in the workplace in
Florida.
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