Synthetic drugs, also referred to as designer drugs or club drugs, mimic the effects of illicit drugs such as marijuana, cocaine, LSD, opium, and ecstasy. They are often marketed as "legal highs" and are available over-the-counter at smoke shops and many neighborhood convenience stores.

Government authorities in many countries have banned certain chemicals used to manufacture these products and many of them have been added to the lists of controlled substances. Despite new laws banning the chemical compounds of these drugs, manufacturers of synthetic drugs stay one step ahead by...

As substance use and the availability of highly potent drugs increases globally, so too does comorbid substance use and mental health disorders.  According to the World Health Organization there was a 13% rise in mental health conditions and substance use disorders in the decade from 2007 to 2017.

Comorbidity is the occurrence of two or more disorders or illnesses within the same person either simultaneously or one following the other. Interactions between illnesses can exacerbate both. Comorbidity can be caused by a number of factors such as genetics, trauma, and adverse childhood...

Tuesday June 16, 2020

at 10:00 AM EDT

Calling All Workplace Stakeholders!

Drug Free America Foundation cordially invites you to participate in a webinar Tuesday June 16th on: Substance Use Prevention in the Workplace and Its Role in the Community 

Webinar Summary
Engaging young adults aged 18 – 25, parents and local businesses in meaningful and relevant ways sometimes challenges community prevention providers. The workplace provides an excellent venue to reach these populations in ways that promote the goals of a safe and healthy community, and for businesses a safe and...

An Employee Assistance Program, or EAP, allows organizations to offer help to employees with a work-based intervention program that helps workers to resolve a wide variety of personal problems, including problems with alcohol and drugs.   

The EAP assistance may be provided in a variety of ways that fits the needs of the employer. Some of the program types include: in-house programs, fee-per-person programs, pay-per-use programs, consortia programs, labor union-based assistance programs, or peer-assistance programs. While the cost of the EAP is generally covered by the employer, there are low...

Live Webinar
Tuesday June 16, 2020 
at 10:00 AM EDT

Calling All Workplace Stakeholders!

Drug Free America Foundation cordially invites you to participate in a webinar Tuesday June 16th on: Substance Use Prevention in the Workplace and Its Role in the Community 

Webinar Summary
Engaging young adults aged 18 – 25, parents and local businesses in meaningful and relevant ways sometimes challenges community prevention providers. The workplace provides an excellent venue to reach these populations in ways that promote the goals of a safe and healthy community, and for businesses a safe and...

Hello!

Here is a link to the recording of our most recent webinar, The Three I's: Impairment, Intoxication, and Under the Influence - How to Identify These in the Workplace, held 28 April 2020.  
 

https://www.ndwa.org/wp-content/uploads/2020/04/Webinar-How-to-Identify-Impairment-Intoxication-Under-the-Influence-in-the-Workplace-1.mp4

You may respond here if you have any questions.  Also, please stay tuned for announcements on future drug free workplace webinar events in the coming months.

Good communication with your employees is an essential function in all workplaces, and extremely important when dealing with the company’s drug-free workplace program. When working with employees, supervisors must be aware of potential employment–related legal issues and practice standards.  When the interaction includes discussions of substance use, the supervisor must also be aware of and understand the disease nature of substance use, substance use disorders, and addiction.

Supervisors should prepare ahead by ensuring they have followed all the required steps of the drug-free...

Alcohol Use and Its Effects on the Workplace

As one of the most commonly used substances, the effects of alcohol use by employees can have a big impact to the workplace.  Absenteeism, job turnover, accidents and injuries, increased insurance costs, theft, and increased training costs are all some of the negative effects that result from the use of alcohol and other drugs in the work environment.

Employers can encourage and positively influence workers to consider the amount of alcohol they consume and individually adopt strategies to reduce their drinking and make healthy changes to...

As a manager, knowing the steps to take to properly document situations such as the reasonable suspicion of substance use is of paramount importance. This documentation, along with the results of drug and alcohol testing, provide the basis for potential serious employment action in accordance with company policy.  The resulting steps may include but are not limited to the following referral programs: Employee Assistance Program (EAP), medical and/or substance use evaluation and treatment, or other appropriate resources in the area.

It is imperative that supervisors and managers are...

Although the World Health Organization (WHO) is rightfully focusing its 2020 World Health Day promotion on nurses and midwives, we wish to promote the universal importance of health and safety in the workplace especially related to the dangers of substance use.

In a 2013 report, the International Labour Organization estimated that globally there are more than 3 billion workers (International Labour Organization, 2013). WHO stated that employees spend an average of one-third of their lives generating the products and services of their countries, however, 15.8% of occupational risks to...

Most employers strive to provide a safe and healthy work environment as well as encourage their employees to have healthy lifestyles.  They consider the use of drugs and alcohol on the job to be an unsafe counter‑productive work practice and a serious threat to all of their workers and the public. In consideration of this, most employers prohibit the use, of illegal drugs and alcohol at work.

While drug testing can indicate the presence of a drug, it does not indicate the level of impairment. Additionally, there are many impairing substances, such as designer drugs, or inhalants, that aren...

When creating a drug-free workplace policy, there are a number of key considerations that an employer must make.  Among those decisions may be: what drugs will be included, which employees will be included, and the behaviors to be included.  While the focus of a policy that prohibits certain behaviors can easily shift to a seemingly negative, punitive consequence, the emphasis of a drug-free workplace policy must remain on safety and health to make this a win-win for all stakeholders.

Considering the possible consequences for a violation to an employers’ drug-free workplace policy...

Hello!

Here is a link to the recording of our Impacts of Marijuana and Opioids on the Workplace Webinar held 26 February 2020.  
 

https://zoom.us/rec/share/4eAuMq7yyzJOT6vU5hz9Ga4sQqPVT6a8g3Ib8vdfxBmRr7ydyRqiyt1dTQacBF3n

You may respond here if you have any questions.  Also, please stay tuned for announcements on future drug free workplace webinar events in the coming months.

Observed Workplace Issues – Indiana Business Survey

These data are from a survey of employers in the U.S. state of Indiana.  The employers were asked to identify which problems they experienced in their workplaces. Respondents could check all that apply.

Employers who observed a substance misuse issue - 80%

The substance misuse issues identified by the employers were as follows:

1. Use of Rx painkillers at work - 59%
2. Positive drug tests for prescription - 41%
3. Absenteeism or missed work - 41%
4. Family member affected - 40%
5. Impaired/decreased job performance - 35%
6. Borrowing or selling...

Here are some of the observable impacts of substance misuse in or affecting the workplace:

1. Tardiness/Sleeping on the job
2. After-effects of substance affecting performance such as hangover
3. Poor decision making
4. Loss of efficiency
5. Theft
6. Increased absenteeism
7. Accidents
8. Lower morale of co-workers
9. Increased likelihood of trouble with co-workers and/or supervisors
10. Preoccupation with obtaining and using drugs at work
11. Interferes with attention and concentration
12. Illegal activities at work - buying or selling drugs
13. Higher employee turnover requiring the training of new employees
14. Discipl...

A supervisor is responsible for the productivity and performance of an operating unit. Employees are the greatest resource in this mission toward success.  With this in mind, it is also important to provide a safe and healthy workplace to protect these valuable assets.  Enhancing one’s supervisory skills will help any leader meet his or her goals.

The objective of the supervisor is to demonstrate leadership and job knowledge that motivates employees to meet the goals of the company.  Becoming a supervisor requires education on the specific job functions, responsibilities, and standards, as...

Wellness and recovery-friendly workplaces programs complement the drug free workplace by maintaining the focus on healthy lifestyles with the goal of preventing disease, unhealthy behaviors, and substance misuse.  They can be put in place separately or together to support and balance a drug free workplace program.

Wellness workplaces

Best practices that organizations can adopt to promote worksite wellness can include:

•             Forming a worksite wellness committee

•             Healthy eating (groups form with meetings at lunch, or after work, e.g. Weight Watchers, nutritionist...

Laws on drug-free workplace programs may be very complex, non-existent, or somewhere in between, but employers can follow some simple steps to set a foundation for ensuring compliance, fair application, and consistency.

The following best practices are helpful for all organizations that strive for a drug-free workplace:

1. Ask the experts
   Consult an employment attorney or legal counselor whenever you alter your drug-free workplace policy, or if you’re launching a new program.
2. Set clear penalties for policy violations
   If your policy includes a drug-testing program, state who will be tested...

Over the past decades in the U.S., studies were performed to determine the efficacy of drug-free workplace programs.  Here are some of those results:

• Workers’ Compensation Insurance claims: 38% to 50% of all claims are related to substance abuse in the workplace; substance abusers file three to five times as many claims.
• Medical costs:  Substance abusers incur 300% higher medical costs than non-abusers.
• Absenteeism: Substance abusers are 2.5 times more likely to be absent eight or more days a year.
• Lost productivity: Substance abusers are one-third less productive.
• Employee...