Hi
I have been going through CiteHR and I have not been abe to find a Substance Abuse Policy. If anybody could help me out I would be very grateful.
Beside this I would like to know what kind of experience people have with this subject. How to handle a employee with a suspected substance abuse? What can the company do and what are companies normally doing?
Kind regards,
Randi
From India, Delhi
5I have been going through CiteHR and I have not been abe to find a Substance Abuse Policy. If anybody could help me out I would be very grateful.
Beside this I would like to know what kind of experience people have with this subject. How to handle a employee with a suspected substance abuse? What can the company do and what are companies normally doing?
Kind regards,
Randi
From India, Delhi
Hi Randy,
I havn't got much chance to observe the reactions of Employers to the substance abuse of the employees...
But please find the following material for your referance...
Model Substance Abuse Policy
A model substance-abuse policy that can be modified and used in your organization.
--------------------------------------------------------------------------------
Use this substance-abuse policy as a starting point in crafting a policy for your organization.
Definitions as used in this policy:
"Substance" means alcohol or drugs.
"Alcohol" means ethyl alcohol or ethanol.
"Drugs" means any substance taken into the body, other than alcohol, which may impair one's mental faculties and/or physical performance.
"Employee" means all persons who work full time, part time, or under contract for a company, including management staff.
One of the greatest problems facing our society today is the abuse of drugs and alcohol. The nationwide impact of substance abuse in the workplace is now estimated to exceed $30 billion annually. This staggering amount only measures lost productivity and quality; it does not put a dollar value on personal pain and suffering.
The management of our company is vitally concerned about the well-being of its employees, our most valuable asset. We are equally concerned that our company's hard-earned reputation and positive image not be compromised in any way.
Alcohol and drug abuse have an adverse effect on job performance, create dangerous situations, and serve to undermine our customers' and the community's confidence in our company.
Our company cannot and will not condone drug or alcohol abuse on the part of its employees, nor will it condone any employee behavior on or off the job that may serve to damage the company's reputation.
Our policy concerning drug and alcohol use and abuse is as follows:
The company will not hire anyone who is known to currently abuse substances.
The company will educate and inform its employees about the health consequences of drug and alcohol abuse.
Employees must report to work in a fit condition to perform their duties. Being under the influence of drugs or alcohol is not acceptable.
Any employee on company business, on or off company premises, is prohibited from purchasing, transferring, using or possessing illicit drugs or using alcohol or prescription drugs in any way that is illegal.
Employees will not be terminated for voluntarily seeking assistance for a substance abuse problem; however, continued performance, attendance or behavioral problems may result in loss of a job.
Employees on physician-prescribed medication must notify a designated company official if there's likelihood that such medication could affect job performance and safety.
Employees engaged in off-the-job drug or alcohol involvement may be considered to be in violation of the company substance abuse policy.
Where available evidence warrants, the company will bring matters of illegal drug or alcohol use to the attention of appropriate law enforcement authorities.
Regards
binzy
From India, Bangalore
I havn't got much chance to observe the reactions of Employers to the substance abuse of the employees...
But please find the following material for your referance...
Model Substance Abuse Policy
A model substance-abuse policy that can be modified and used in your organization.
--------------------------------------------------------------------------------
Use this substance-abuse policy as a starting point in crafting a policy for your organization.
Definitions as used in this policy:
"Substance" means alcohol or drugs.
"Alcohol" means ethyl alcohol or ethanol.
"Drugs" means any substance taken into the body, other than alcohol, which may impair one's mental faculties and/or physical performance.
"Employee" means all persons who work full time, part time, or under contract for a company, including management staff.
One of the greatest problems facing our society today is the abuse of drugs and alcohol. The nationwide impact of substance abuse in the workplace is now estimated to exceed $30 billion annually. This staggering amount only measures lost productivity and quality; it does not put a dollar value on personal pain and suffering.
The management of our company is vitally concerned about the well-being of its employees, our most valuable asset. We are equally concerned that our company's hard-earned reputation and positive image not be compromised in any way.
Alcohol and drug abuse have an adverse effect on job performance, create dangerous situations, and serve to undermine our customers' and the community's confidence in our company.
Our company cannot and will not condone drug or alcohol abuse on the part of its employees, nor will it condone any employee behavior on or off the job that may serve to damage the company's reputation.
Our policy concerning drug and alcohol use and abuse is as follows:
The company will not hire anyone who is known to currently abuse substances.
The company will educate and inform its employees about the health consequences of drug and alcohol abuse.
Employees must report to work in a fit condition to perform their duties. Being under the influence of drugs or alcohol is not acceptable.
Any employee on company business, on or off company premises, is prohibited from purchasing, transferring, using or possessing illicit drugs or using alcohol or prescription drugs in any way that is illegal.
Employees will not be terminated for voluntarily seeking assistance for a substance abuse problem; however, continued performance, attendance or behavioral problems may result in loss of a job.
Employees on physician-prescribed medication must notify a designated company official if there's likelihood that such medication could affect job performance and safety.
Employees engaged in off-the-job drug or alcohol involvement may be considered to be in violation of the company substance abuse policy.
Where available evidence warrants, the company will bring matters of illegal drug or alcohol use to the attention of appropriate law enforcement authorities.
Regards
binzy
From India, Bangalore
Hi Binzy
Thanks a lot - this will for sure give me something to work with.
But I would still like to know if anybody out there has some experience with this matter that they would like to share. What they have done, what they should have done and would they would have liked to have done.
It is always much more easy to see these things clear AFTER something has happened and even though I don't have any issue now I would like to be ready if it ever happen, and I believe most of us in HR will at some point be in a situation with some kind of substance abuse at some time in our career.
Kind regards,
Randi
From India, Delhi
Thanks a lot - this will for sure give me something to work with.
But I would still like to know if anybody out there has some experience with this matter that they would like to share. What they have done, what they should have done and would they would have liked to have done.
It is always much more easy to see these things clear AFTER something has happened and even though I don't have any issue now I would like to be ready if it ever happen, and I believe most of us in HR will at some point be in a situation with some kind of substance abuse at some time in our career.
Kind regards,
Randi
From India, Delhi
Hi Randi,
According to our company policy, associates who involve in Substace abuse will be severely warned if that's their first time. The severity of the punishment can go up to termination of employment. But in a small set up where in firing may have a bad toll, the employee can be warned and the warning notice can be noted during his/her appraisal( That may mean that he/she is not eligible for a hike or so...)
Any way the punishment depends on the severity of the occurance and its effects ( coz whether the associate is on duty or off, his/her conduct reflects on the company)
We follow the same rule for any technological abuse by the associates.
binzy
From India, Bangalore
According to our company policy, associates who involve in Substace abuse will be severely warned if that's their first time. The severity of the punishment can go up to termination of employment. But in a small set up where in firing may have a bad toll, the employee can be warned and the warning notice can be noted during his/her appraisal( That may mean that he/she is not eligible for a hike or so...)
Any way the punishment depends on the severity of the occurance and its effects ( coz whether the associate is on duty or off, his/her conduct reflects on the company)
We follow the same rule for any technological abuse by the associates.
binzy
From India, Bangalore
hi,
When we came across a situation like this with one of our employee.. for consuming alcohol and coming in the office premises.. and thus coming late , uninformed absence & not meeting the project deadlines..we were forced to terminate him after few warnings
From India, Madras
When we came across a situation like this with one of our employee.. for consuming alcohol and coming in the office premises.. and thus coming late , uninformed absence & not meeting the project deadlines..we were forced to terminate him after few warnings
From India, Madras
This is exactly the situation I would like not to end up with! I know it will properly be difficult but is there anybody out there that has some experience with support systems, help organizations etc.
What I would like to know is: if I found out that one of my employees had a substance abuse problem what could I do to make sure that we do not have to fire this person and how to make this person do something about the problem?
Any experience - good ideas?
Kind regards,
Randi
From India, Delhi
What I would like to know is: if I found out that one of my employees had a substance abuse problem what could I do to make sure that we do not have to fire this person and how to make this person do something about the problem?
Any experience - good ideas?
Kind regards,
Randi
From India, Delhi
My experience suggest, that if you really need a person desperately, then first thing is take that fellow in confidence and appraise him that you and the management is strongly concerned with his problem (which you call it as substance abuse) and that all of us want to help you out from this. Iniatially, he will just shrug off or express his indifference to your initiative. But, again you open the issue with him and then he will openly come out. Here you tell him the consequences , impact etc. & how it affects the office dicscipline, productivity etc. etc. If possible involves some senior management colleague in the discussion.
At the same time give him advisory note. Wait for some days, if you find any improvement in him that means it has worked for you or else tell him to go immediately.
Thanks
Suhas Garde
At the same time give him advisory note. Wait for some days, if you find any improvement in him that means it has worked for you or else tell him to go immediately.
Thanks
Suhas Garde
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