Tag: Mental Health and Wellness

TAKEAWAY: Workplace addiction is a real issue that can impact employees in several ways. It adversely affects workplace safety and productivity, proving costly for business owners. Fortunately, employers can use several tools, programs, and resources to help curb addiction in the workplace.

Many employers may not realize technology can help improve addiction among workers. Therefore, this article highlights the benefits of using technology for addiction and explores the options available to employers. Read on to discover the best tips for using technology to help with addiction treatment.

By Elly McGuinness

What impact does addiction have on the workplace?

According to Dr. Kelly, a professor in addiction medicine at Harvard Medical School, more than 70 percent of individuals with drug and alcohol problems continue to maintain employment because they remain “functioning.”

However, “functioning” employees affected by drugs or alcohol are costly to businesses. Decreased productivity, increased turnover, high absenteeism, increased workplace injuries, decreased morale, and reduced work quality are all potential consequences of addiction in the workplace that ultimately affect the company’s bottom line. 

Addiction impacts individuals on a cognitive, emotional, and behavioural level and has far-reaching effects across organizations. The American Addiction Centers explains that alcohol and substance use disorders are prevalent in construction, mining, manufacturing, agriculture, and transportation, often among workers in safety-sensitive roles. 

They also highlight concerning statistics around addiction in the workplace. For example, a national survey of the U.S. workforce found that 15 percent of employers admitted working while under the influence of alcohol, and three percent reported being under the influence of illicit drugs.

Luckily, employers can take several action steps to help curb addiction problems in the workplace.

What can employers do to improve addiction in the workplace?

Employers can ensure they have robust drug and alcohol policies to help address the problem of workplace addiction. Drug and alcohol testing and reasonable suspicion training are strategies that can form part of the plan to reduce and eliminate workplace addictions.

Book Impairment Awareness Training Today!

SureHire offers impairment awareness training to help supervisors and employees understand how to identify signs of drug abuse and when to carry out reasonable suspicion testing. We offer private sessions both virtually and in-person as well as self-study sessions through our online learning centre iNTELLECT.

 

Substance Abuse Professionals (SAPs) are also crucial to the equation. SAPs help employers by assessing workers with a disclosed substance abuse problem or those who tested positive on a drug or alcohol test. The assessment results enable the SAP to explain legal obligations to employers, help everyone chart a path forward, and highlight ways to accommodate a substance problem safely.

Employers can also tackle the root causes of addiction by addressing mental health and wellness in the workplace. Emotional Intelligence, also known as Emotional Quotient or EQ, is a vital piece of the puzzle when recovering from addictions. It consists of five essential areas in addiction recovery: self-awareness, self-regulation, motivation, empathy, and social skills.

Benefits of using technology to improve addiction

Digital technology has expanded the scope of addiction interventions and offers several benefits:

• It enables evidence-based treatments to reach a broad audience
• Tailored support is crucial in addiction intervention, and digital technology can achieve this via interactive responses and face-to-face support.
• It ensures timely treatment options so individuals can receive the help they need when needed, rather than waiting weeks or months for an in-person appointment.
• Digital technology is more cost-effective, making treatments available to more people.

For these reasons, digital technology is an essential consideration for employers seeking practical solutions for combating addiction. Several options are available so employers can choose the technology that will best meet their organization’s and its individuals’ needs.

What type of technology is available for improving addiction?

Digital technology for addiction is available in various formats. For example:

1. Web-based self-help interventions

Web-based self-help interventions vary in features and offerings. Some are designed to inform and educate but do not provide therapy. Others go a step further and offer personalized feedback following an assessment. 

Web-based self-help interventions can also include a human element, with support from peers or mental health professionals. Others consist of a step-by-step program the user can work through at their own pace.

2. Online counselling and therapy

Online counselling involves communication with a therapist via an online channel, such as video calls. It enables one-to-one interaction that surpasses the distance barrier and eliminates travelling time. It may not be suitable for all types of addiction treatment or clients, but it will benefit many.

3. Artificial intelligence (AI) and virtual reality (VR) software

AI is an emerging technology used in addiction treatment. Once limited to text only, the technology has evolved to voice communication and applications which can detect the user’s emotional needs. 

Some technology uses gamification or virtual reality to help with addiction recovery. Certain games can help retrain the brain in those with addiction, whereas VR uses virtual avatars to navigate pathways to addiction recovery and participate in online forums.

What specific technology is available for improving addiction?

Employers and employees have a wide range of digital options for tackling workplace addictions. A few are as follows:

• The Therapeutic Education System (TES) is an interactive web-based intervention for substance use disorders. It focuses on the Community Reinforcement Approach, Contingency Management Behavior Therapy, and HIV Prevention. Research shows that TES has the potential to improve addiction treatment outcomes.
• The Addiction-Comprehensive Health Enhancement Support System (A-CHESS) is a smartphone app that can help support recovery from alcoholism. Other addiction recovery apps include Nomo, Sober Grid, and Pear reSET.

In conclusion, when chosen well, digital technology can help improve addiction among workers and form part of an overall plan for a safer and healthier workforce.

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TAKEAWAY: The opioid crisis in North America continues to balloon, much of it driven by fentanyl. According to CDC data, deaths involving synthetic opioids other than methadone (primarily fentanyl) have continued to rise, with 56,516 overdose deaths reported in 2020. Canada has a fentanyl problem of its own. Of all accidental overdose deaths in the first quarter of 2022, 85% involved fentanyl. 

By Jennifer Crump

What is fentanyl, and how does it work?

Fentanyl is a synthetic opioid used legally to treat severe pain and is often prescribed following surgery. However, it is also produced and used illegally. It is also often prescribed to patients suffering chronic pain who may have become tolerant to other opioids. Scientists believe fentanyl to be 20 to 40 times more potent than heroin and 100 times more powerful than morphine. 

Like other opioids, fentanyl binds to the body’s opioid receptors in the central nervous system, which controls pain and emotions. It reduces feelings of pain by interrupting the way nerves signal pain between the brain and the body. However, over time it can also change how the brain works, reducing sensitivity and creating a dependence on the drug. 

Fentanyl can be prescribed as an injection, a skin patch, or as lozenges that are sucked like cough drops. Illegally produced synthetic fentanyl is produced in labs and is usually sold as a powder, dropped onto blotter paper, put in eye droppers and nasal sprays, or made into pills. 

How is fentanyl abused and what are the risks associated with it?

Illegal fentanyl is both cheap to produce and much more potent than other street drugs. It is also difficult to detect and can look exactly like prescription medication. All of this also makes it far more dangerous. Drug dealers often mix fentanyl with other drugs, such as heroin, to increase their effectiveness and because it is odourless and tasteless, users may not even realize they are taking it. The drug dealers who produce synthetic fentanyl seldom know or control how much fentanyl goes into each pill so users cannot be sure of what they are taking. 

Because of its potency, the risk of accidental overdose is high with fentanyl. And even small amounts of this drug can be lethal. In a recent study, the U.S. Drug Enforcement Administration found that 42% of pills tested for fentanyl contained at least 2 mg of fentanyl, considered a potentially lethal dose.

What are the signs of fentanyl abuse, and what should you do if you suspect someone is abusing it?

A worker abusing fentanyl may exhibit signs of paranoia, social withdrawal, lack of motivation, delusions and personality changes. They may also become increasingly impulsive. 

Some of the physical symptoms include:

• Confusion
• Depression
• Difficulty walking
• Muscle stiffness
• Slowed or altered heart rate
• Laboured breathing
• Weakness
• Dizziness, light-headedness and fainting
• Shaking
• Sleepiness
• Slurred speech
• Swollen arms and legs
• Weight loss
• Visual hallucinations
• Nausea and vomiting
• Itching and scratching
• Pinpoint pupils

If you suspect someone is abusing fentanyl there are several things, you can and should do. 

• Document everything, including complaints and anecdotes from fellow workers and observations from supervisors. 
• Meet with the employee in person and note any apparent signs of use or intoxication. 
• Have a supervisor or HR representative observe the employee directly. 
• Remove the suspected user from any safety-sensitive position that could put themselves or others at risk. 

If reasonable suspicion of use is determined, arrange for immediate testing. 

How can fentanyl addiction be treated, and what are the long-term effects of abuse?

Fentanyl abuse can result in devasting long-term mental and physical effects, some of which can be irreversible. Workers may show poor judgement and mood swings, have difficulty controlling impulsive behaviour or develop depression or suicidal thoughts. Ironically, long-term fentanyl use can actually worsen pain in some patients, particularly if taken at high doses. Because of its potency, the risk of overdose and death is much higher with fentanyl than with other drugs. Physically, there are numerous long-term effects, including: 

Risk of anoxic injury or damage to body tissues from decreased oxygen supply

• Multiple organ system damages
• Poor nutrition and weight loss
• Insomnia
• Sexual dysfunction
• Irregular menstruation

How can you prevent fentanyl abuse in your workplace?

Employers should start by helping remove the stigma surrounding addiction to encourage workers to seek help when needed. They can also foster an accepting workplace environment by integrating substance misuse prevention into existing workplace health and wellness programs, providing access to confidential screening tools and supports and educating workers on healthy ways to manage pain and stress. 

Other ways employers can help to prevent fentanyl abuse in the workplace include:

• Reducing injury risk through education and other controls
• Sponsoring take-back events to encourage workers to dispose of unused prescriptions and not share them with fellow workers
• Purchasing naloxone to have on-site and train supervisors and others in how to use it
• Ensuring health benefits and easy access to Employee Assistance Programs (EAPs)
• Monitoring workers’ compensation claims for the possible need for pain education
• Tailoring health and wellness programs to tackle substance abuse directly and include education on the effects of fentanyl as well as the signs of addiction
• Training supervisors to recognize possible signs of fentanyl misuse, addiction and overdose

Add Fentanyl to Your Testing Process

Fentanyl can be tested for as an add-on to any of the following SureHire tests: Urine Express Panel 5, 8 or 13; Urine Lab Based 5, 8 or 13; or Oral Fluid Lab Based 8 or 13. 

SureHire can also provide additional assistance to employers through education, training, and support, including reasonable suspicion training for supervisors.

Contact Us Today!

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TAKEAWAY: Drug use harms workplace health and safety, work quality, productivity, and the business’s bottom line. Here are 6 signs your employees may be abusing drugs and some preventative measures you can take to if you suspect impairment on the job site.

By Elly McGuinness

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Book Impairment Awareness Training Today!

SureHire offers impairment awareness training to help supervisors and employees understand how to identify signs of drug abuse and when to carry out reasonable suspicion testing. We offer private sessions both virtually and in-person as well as self-study session through our online learning centre iNTELLECT. 

Employee substance abuse has an adverse effect at an individual and a company-wide level. Addiction costs American businesses an estimated $81 billion annually in lost profits, with mining, construction, and the accommodation and food service industries generally showing the highest prevalence of substance use.

Drug abuse negatively affects employers because it can increase absenteeism, turnover, compensation claims, violence, and theft. It compromises the safety of the drug abuser and others around them. The majority of substance abusers maintain employment and operate at a functional level, highlighting the need for employers to understand the potential workplace implications of substance abuse.

Ultimately, drug use harms workplace health and safety, work quality, productivity, and the business’s bottom line. Therefore, employers should understand how to identify signs of drug abuse and what to do on the job site when they suspect an employee is under the influence of drugs.

Signs employers can look out for if they suspect employees of drug abuse

It’s essential to recognize that there isn’t a definitive list of drug abuse signs. Sometimes drug abuse signs could be indicative of something else altogether. Employers can look for several signs if they suspect employees are using illicit drugs.

1. Behaviour

A sudden behaviour change may be indicative of substance abuse. Examples include:

• A sudden disinterest in work
• Neglecting responsibilities
• Regularly showing up late or calling in sick
• Lack of energy or motivation
• Risk-taking or making dangerous choices
• Secretive or suspicious behaviour

2. Change in performance

Employees who start making mistakes and display a drop in overall performance could be affected by drugs or alcohol. They may have difficulty concentrating on tasks or remembering things, decreased reaction time, and reduced mental sharpness.

3. Impaired motor function

Impaired motor skills are a sign of drug use. Look out for employees who appear unsteady on their feet. They might be swaying, staggering, falling over, or holding onto something to keep upright.

The person’s movements could be slow, and they may appear sleepy or disorientated. Conversely, they could be hyperactive or act nervously.

4. Physical appearance

An employee abusing drugs may start having a general lack of interest in clothing or grooming. They may wear dirty clothes and have a smelly or dirty body. Drug and alcohol users could smell like alcohol, tobacco, or chemicals.

Look at the person’s face for other signs. Their eyes might be watery, bloodshot, or glassy, with dilated or constricted pupils. Their skin may appear pale, flushed, or sweaty.

Signs around the mouth include slobbering or chewing gum or candy.

5. Speech

A person’s speech patterns can indicate drug use. An employee under the influence of drugs or alcohol could sound slurred or incoherent and may speak very slowly.

6. Personality

A drug-impaired employee could have drastic mood swings. They might suddenly act hostile, angry, paranoid, or fearful for no apparent reason. Other unexplained changes in attitude or personality could be a sign of drug abuse.

A combination of signs

An employee abusing drugs will likely present with several signs rather than one in isolation. Some are commonly associated with certain classes of drugs. For example, drugs like amphetamines, methamphetamine, and cocaine are stimulants that may present as increased energy, alertness, and restlessness. Conversely, slower reaction times and reduced coordination more likely indicate marijuana use.

Essentially, employers should pay attention to any drastic changes in an employee’s behaviour, performance, physical appearance, and personality and seek to find the cause, which may or may not be drug-related. Drug testing is the only definitive way to confirm substance abuse.

What should employers do if they suspect drug impairment on the job site?

Companies should have a clearly defined workplace drug and alcohol testing policy. As part of that, employers should document a course of action for reasonable suspicion should they suspect an employee is under the influence of drugs or alcohol. Steps employers can take in the case of alleged impairment include:

1. Document complaints and concerns brought forward from co-workers in detail.
2. Talk to the employee in person and observe any suspected signs of impairment. Then ask another supervisor or human resources (HR) representative to conduct a first-hand observation.
3. Remove the employee from any safety-sensitive area if they may be putting themself or others at risk.
4. Both observers should document their observations of abnormal behaviours, speech, appearance, odours, emotions, actions, or inactions.
5. Determine whether observations and documentation support reasonable suspicion and if there is disagreement, bring in a third party to decide if further steps are necessary.
6. Meet with management, HR, and the employee to explain the observations. Inform the employee that the company will send them for a drug and alcohol test to rule out the possibility of violation of the drug and alcohol policy.
7. Arrange transportation to the testing facility, either in a taxi or with a management team member.
8. Wait for test results and then respond to an employee’s refusal to take the test, or to a positive or negative result, as per the company’s drug and alcohol policy.

The 8-Panel drug test is the most popular screening test because it tests for the most commonly abused drugs. These are:

• Amphetamine
• Cocaine
• Methamphetamine
• Phencyclidine (also called PCP or angel dust)
• Cannabis/marijuana
• MDMA (methylenedioxymethamphetamine, also known as ecstasy or molly)
• Opioids (heroin and synthetic opioids such as fentanyl)
• Oxycodone (Roxicodone and OxyContin)

What can employers do to help educate their workforce and prevent the risk of impairment-related incidents and injuries?

Drug abuse is a sensitive subject that can leave employers feeling unsure about an appropriate course of action. Reasonable suspicion testing can confirm substance abuse, yet the employer must understand when it’s ok to do it and the consequences if it’s done incorrectly.

At the same time, employers must take steps toward ensuring the health and safety of their workers. A drug-free workplace helps reduce the likelihood of drug-related accidents and injuries, ultimately helping to protect the workforce.

Employers must understand how to identify signs of drug abuse and when to carry out reasonable suspicion testing. Reasonable suspicion training is a cost-effective solution to educating supervisors and employees about the adverse effects of alcohol and drugs on workplace safety.

[Book a private training session for you and your team]

Browse Our Drug & Alcohol Services

SureHire offers a range of drug and alcohol testing services, including drug and alcohol testing, DOT and non-DOT random testing, and mobile testing. Our Substance Abuse Support Services use professional support personnel to help employers assess employees with a disclosed substance abuse problem or those who have tested positive on a drug and alcohol test. These services help prevent discrimination and protect workers’ rights. 

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TAKEAWAY: There are several critical steps that need to be taken a maximum of 32 hours after an incident, and as an employer, it is your responsibility to ensure those expectations are met within the permissible timeline.

By Elly McGuinness

The day or so after a workplace injury occurs is a crucial period for employers. All workplaces need to have a clearly defined accident and emergency plan in place and be ready to implement should an injury occur. An emergency plan should outline the step-by-step process to follow immediately after different accident and injury scenarios. Post-incident drug testing is one important aspect of an emergency plan to consider.

Employers need to understand:

• When post-incident drug testing is warranted
• What types of post-incident drug tests can be conducted
• The timeframes that these need to be completed in and where this fits in with other post-incident procedures

The following guidelines will help employers to navigate the sensitive time period following a workplace injury. This enables them to gain an understanding of how drug testing and alcohol testing fits into their overall post-incident procedures.

Essential steps employers need to take after a workplace injury occurs

A workplace emergency plan should include detailed information about what to do, who to contact, and the timeframes for taking action when a workplace accident or incident occurs. The following steps should be taken after a workplace injury occurs

1. Provide the necessary first aid care for the injured person. Call 911 if the injury is serious.
2. Secure the scene in case an accident investigation is required.
3. Make sure other employees are safe and away from the scene of the injury.
4. Carry out post-incident drug or alcohol testing as soon as possible if it is determined to be appropriate.
5. For all employers, record the incident and injury details, even if it does not seem serious initially, because that information may be required later. 
6. Next, follow the reporting requirements for your particular jurisdiction and submit your report of injury. For example, in Alberta, employers are required to submit the employer report of injury form within 72 hours of the incident taking place. In Saskatchewan, that window is slightly larger, with employers required to report within 5 days. 
7. Debrief with your team to determine if and how the incident and subsequent injury could have been avoided and make any required changes to workplace environment or processes.
8. Review and amend emergency plan and procedures as needed.
9. Designate employee leave as appropriate and implement a return-to-work program for the injured worker.

These steps should be outlined in further detail in a company’s workplace emergency plan. As with any emergency situation, clarity is key — having clear expectations and an outline of steps for your team to follow will ensure everything is handled correctly.

Considerations for conducting drug testing as part of your company’s post-incident procedures

Companies may choose to carry out workplace drug testing in various situations. Just as employers might conduct pre-employment drug testing or random testing, they can also consider the implementation of post-incident drug testing.

The decision to conduct post-incident drug testing should be based on a company’s commitment to promoting workplace safety and health. Post-incident drug testing can be used to determine whether drug or alcohol use is a contributing factor to workplace accidents and injuries.

Guidelines for post-incident drug testing should be outlined in the company’s workplace drug and alcohol policy. This should include a set of criteria that determines whether testing should be carried out or not. A Designated Employer Representative decides whether the incident meets those criteria, and therefore, whether to conduct testing.

Post-incident drug testing should only be carried out in instances where there is reasonable suspicion that the employee was under the influence of drugs or alcohol at the time of the incident, and the employee’s acts or omissions may have been a contributing factor in the incident. If those two criteria are met, an employer is able to carry out the test. Also, note that the employee(s) should be escorted to the collection facility by a supervisor.

Post-incident drug testing should not be limited to testing only the injured person. All employees who could have contributed to the accident should be tested.

Do you know how to navigate reasonable suspicion in your workplace?

Knowing how to identify the signs and symptoms of impairment in the workplace can help you prevent serious incidents.

SureHire offers a Reasonable Suspicion Training course for supervisors and employees so you can learn the types of drug testing, how to document reasonable suspicion, and more. Education is a key step in building safe, healthy, and productive workplaces.

Sign up today!

Types of post-incident drug testing

There are several types of drug tests that an employer may consider using for a workplace drug testing program. These include urine testing, oral fluid testing, and hair follicle testing. Five types of illicit drugs are most commonly tested for,  although employers can opt to test for additional substances.

For drug testing, the preferred post-incident testing option is oral fluid testing. This is due to its short window of detection, and the reduced likelihood of an adulterated sample. Oral fluid testing can identify very recent drug use, which will have a greater possibility of being linked to the workplace incident. For situations where alcohol impairment is suspected, a breath alcohol test is the most common post-incident testing choice.

Timeframes for post-incident testing

If impairment is suspected, drug and alcohol testing should be carried out as soon as possible following a workplace injury. After initial safety-related emergency procedures are carried out, drug testing can be conducted if it is deemed appropriate. 

Both drug and alcohol testing should be conducted within two hours if possible. If the timelines are stretched for some reason, you must perform the alcohol test within eight hours and the drug test within 32 hours following the incident, as per the Canadian Model for Providing a Safe Workplace. A failure to complete the test within those time frames may lead to the relevance of the results being diminished or questioned. 

SureHire recognizes that every minute is critical in that post-incident timeframe, which is why they offer 24/7/365 emergency post-incident testing. The average appointment time for after-hours emergency testing is approximately one to two hours from the time of the initial call, so as an employer, you are able to keep to the required timelines and ensure the incident is handled properly.

Other general considerations after a workplace injury

After a workplace accident, the injured employee can file a claim with worker’s compensation insurance to cover medical expenses. Employers need to make sure they are properly insured to avoid financial liability for covering these costs.

Other considerations to help ensure the post-incident process runs smoothly include:

• Training and education for employees on workplace health and safety, first aid, and emergency procedures 
• Any industry-specific or location-specific legal requirements
• A clearly defined workplace drug and alcohol policy
• Established and documented workplace drug testing policies and procedures, including supporting organizations and contacts

As a leading provider of occupational health testing services in North America, SureHire offers comprehensive drug testing solutions for workplaces. When a workplace accident cannot be explained through mechanical failure, Sure Hire can take care of your post-incident testing requirements.