Tag: Mental Health and Wellness

The transition to hybrid and remote work has fundamentally altered the professional landscape. While the benefits—flexibility, reduced commute times, and expanded talent pools—are clear, this shift has also introduced new challenges in the realm of occupational health and safety.

For employers and employees alike, the “office” is no longer just a centralized building; it is now wherever the work gets done. Whether that is a dedicated home office, a kitchen table, or a shared coworking space, the responsibility to maintain a safe and ergonomic environment remains paramount. At SureHire, we understand that a safer, healthier workplace starts with proactive risk management, regardless of where your team logs in.

The Evolution of Workplace Safety

In the traditional sense, occupational health and safety (OHS) focused on controlled environments. Employers could ensure compliance by providing ergonomic chairs, installing proper lighting, and conducting safety audits. Today, the challenge is decentralization.

When an employee works remotely, they are often responsible for their own immediate setup. However, the employer’s duty of care does not disappear simply because the location has changed. Employers still hold a responsibility to ensure that work-from-home (WFH) arrangements do not compromise the long-term health of their workforce. This shift necessitates a move from reactive fixes to proactive education and assessment.

Why Ergonomics Matter in Remote Work

Ergonomics is the science of designing the workspace to fit the worker, rather than forcing the worker to fit the workspace. In an office, you likely have access to adjustable desks, professional-grade chairs, and dual-monitor setups. At home, it is common to see employees working from sofas, dining chairs, or even beds—positions that invite musculoskeletal disorders (MSDs) such as chronic back pain, carpal tunnel syndrome, and repetitive strain injuries (RSIs).

The Hidden Costs of Poor Ergonomics

Ignoring ergonomics in a hybrid setup is not just an inconvenience; it is a long-term risk to productivity and physical health. Poor posture and improper equipment lead to:

  • Musculoskeletal Injuries: Persistent aches and pains that can turn into chronic conditions.
  • Eye Strain and Fatigue: Caused by poor lighting and improper screen positioning.
  • Reduced Focus: Discomfort is a significant distraction, leading to lowered cognitive output and increased mental fatigue.

Navigating the Hybrid Setup: A Practical Guide

Whether your team is fully remote or splitting their time between the office and home, here are the core pillars of maintaining safety and ergonomics.

1. Optimize the Workstation

The goal of a workstation is to promote “neutral” posture, where joints are naturally aligned and muscles are not under unnecessary tension.

  • The Chair: If you cannot have a high-end office chair, ensure the one you use supports your lower back. Use a rolled-up towel or a small cushion for lumbar support if the chair lacks it. Keep your feet flat on the floor; if they dangle, use a box or a footrest.
  • Screen Height: Your eyes should align with the top third of your monitor. If you are using a laptop, use a stand or a stack of books to elevate the screen, and connect an external keyboard and mouse so your hands remain at elbow height.
  • The “Neutral” Rule: Keep your keyboard and mouse close to your body so your elbows can rest comfortably at your sides.

2. The Power of Movement (The 20-20-20 Rule)

Even the most ergonomic chair cannot make up for being static for eight hours straight. The human body is designed for movement.

  • Microbreaks: Implement the 20-20-20 rule. Every 20 minutes, take 20 seconds to look at something at least 20 feet away. This reduces digital eye strain.
  • Movement Breaks: Every hour, step away from the desk. Perform simple stretches for your neck, shoulders, and wrists. If you can, take a short walk to reset your posture.


3. Creating Boundaries

Safety isn’t just physical—it’s also mental. The “always-on” culture of remote work can lead to burnout. Establishing a dedicated workspace creates a psychological boundary between “work” and “home.” Even in smaller living spaces, using a specific area for work and leaving that area at the end of the day is vital for maintaining mental health and work-life balance.

The Employer’s Role in Hybrid Success

Employers must adapt their safety programs to reach beyond the physical office. How can you support your team in this new reality?

Providing Education and Training

Knowledge is the first line of defense. Offer training modules that teach employees how to conduct their own workstation self-assessments. When employees understand why their setup matters, they are far more likely to make the necessary changes to their home environment.

Virtual Ergonomic Assessments

You don’t need to be physically present to ensure a safe setup. Many companies are now utilizing virtual ergonomic assessments. These sessions involve a professional consultant reviewing an employee’s home workspace via video call, identifying hazards, and providing tailored recommendations for improvement.

Investing in the Right Equipment

Consider a “home office stipend” or a procurement program for essential items. Providing a high-quality external keyboard, a monitor riser, or a proper office chair is a cost-effective way to prevent workplace injuries that could otherwise lead to long-term leave or reduced productivity.

Proactive Risk Management with SureHire

At SureHire, we have spent years understanding the complexities of workplace health. We know that the modern, dispersed workforce requires a new approach to safety. While the environment may be remote, the goal remains the same: a healthy, injury-free, and productive team.

If your organization is looking to formalize its remote work safety protocols, we are here to help. From online training courses designed to educate your workforce on the nuances of hybrid safety to specialized occupational health assessments, our services are built to scale with your business.

We invite you to explore our suite of training and compliance solutions to ensure your remote and hybrid teams are supported by the same standard of excellence as your in-office staff.

Conclusion

The future of work is hybrid, and with that comes the exciting opportunity to redefine what a “safe” workplace looks like. By prioritizing ergonomics and proactive health habits, we can ensure that remote work remains a sustainable and positive experience for all.

Don’t wait for an injury to occur before you start looking at your home office ergonomics. Take the proactive step today—evaluate your setup, encourage your team to prioritize their movement, and leverage the expert resources available to help you build a safer, more productive future, wherever that work happens to take place.

SureHire is committed to helping organizations create safer, healthier, and more productive workplaces. For more information on our occupational testing and safety training programs, visit our website or contact us today.

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In the world of safety-sensitive industries, the “Return-to-Duty” (RTD) process is the final line of defense. It is the gatekeeper that ensures an individual who has previously violated drug or alcohol regulations is clinically evaluated, treated, and deemed safe to return to the workplace.

But what happens when the gatekeeper is an impostor?

A recent investigative report by FreightWaves uncovered a staggering breach of trust within the FMCSA Drug and Alcohol Clearinghouse. A truck driver from North Carolina—who had himself tested positive for cocaine—successfully posed as a certified Substance Abuse Professional (SAP). Over the course of his “practice,” he allegedly cleared approximately 1,000 drivers of their drug violations, allowing them back behind the wheel of 80,000-pound vehicles without a single legitimate clinical assessment. 

This story is a wake-up call for every employer, safety officer, and HR professional. It highlights why “checking a box” is never enough when it comes to occupational health and safety.

The Cost of a “Quick Fix”: The 1-in-85 Reality

The FreightWaves investigation revealed that Brandon Blackburn, a 34-year-old with no medical or clinical credentials, exploited a lack of verification in the federal Clearinghouse system. By simply self-attesting that he met the qualifications of a SAP, he gained access to the national pool of drivers in the “prohibited” status.

The scale of the fraud is difficult to overstate:

  • The Frequency: Estimates suggest that 1 in every 85 CDL drivers who completed the RTD process in recent years may have been cleared by this single fraudulent actor.
  • The Process: Instead of months of evaluation and treatment, drivers paid as little as $100 via Zelle for a “clearance” that took minutes.
  • The Risk: Blackburn himself was caught with cocaine in his cab and was falsifying his own logs while “clearing” other drivers.

For employers, this isn’t just a regulatory failure; it is a massive liability. If a driver cleared by a fraudulent SAP is involved in a fatal accident, the legal and financial fallout for the carrier can be catastrophic.

What Is a Real Substance Abuse Professional (SAP)?

Under DOT regulations (49 CFR Part 40), a SAP is not just a title; it is a highly regulated role that requires specific professional credentials and ongoing training. A legitimate SAP must be one of the following:

  1. A licensed physician (Doctor of Medicine or Osteopathy).
  2. A licensed or certified social worker.
  3. A licensed or certified psychologist.
  4. A licensed or certified employee assistance professional.
  5. A state-licensed or certified marriage and family therapist.
  6. A drug and alcohol counselor certified by an organization approved by the DOT.

Beyond these base credentials, a real SAP must complete a 12-hour DOT qualification training program, pass a national exam, and complete 12 hours of continuing education every three years. Their job is to protect the public by ensuring that the driver has successfully completed the required education and/or treatment before being considered for a return to safety-sensitive duties.

Why Verification Matters: The SureHire Difference

The Blackburn case happened because the system relied on “self-certification.” At SureHire, we believe that trust must be verified. When you manage your Substance Abuse Services through a professional occupational testing partner, you are adding a layer of protection that DIY management lacks.

1. Rigorous Credential Vetting

We don’t take a “box-check” at face value. A professional testing provider verifies the underlying licenses and certifications of the SAPs in their network. We ensure that the professional performing the assessment actually holds the credentials required by law.

2. Standardized, High-Quality Protocols

Fraud thrives in the shadows—on Facebook groups and private messaging apps. By using an established network like SureHire’s, the RTD process follows a standardized, transparent protocol. Every assessment, referral, and follow-up testing plan is documented and defensible.

3. Comprehensive Oversight

When a driver is in the RTD process, it isn’t just about one test; it’s about a sequence of events. A professional partner tracks the progress from the initial evaluation through the completion of treatment to the final follow-up testing schedule. This ensures nothing falls through the cracks and no “shortcuts” are taken.

Protecting Your Workforce and Your Business

The FreightWaves report serves as a stark reminder that as long as there are regulations, there will be those who try to circumvent them for a profit. However, in safety-sensitive industries like trucking, oil and gas, and construction, the “profit” of a fast clearance is never worth the risk of a workplace tragedy.

To ensure your organization is protected:

  • Audit Your Clearances: If you have drivers who have recently returned to duty, ensure their SAP was a verified professional.
  • Avoid “Online-Only” Quick Fixes: If a SAP process seems too fast or too cheap, it probably is. A legitimate clinical evaluation takes time.
  • Partner with Experts: Don’t leave your compliance to a system that might lack a verification layer.
SureHireBubble_TransparentBackground

At SureHire, our mission is to create safer, healthier, and more productive workplaces. We provide a one-stop-shop for occupational testing, including verified Substance Abuse Professional Services, so you can be confident that the people you put to work are truly fit for duty.

Don’t let your safety program be undermined by a pretend professional. Work with a partner that values accuracy and integrity as much as you do.

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2-Day Webinar

April 22 & 23, 2026, 10 AM – 2 PM (MST)

Key Learning Outcomes:

  • Spot the early signs of mental health struggles
  • Support others while protecting your own well-being
  • Break down stigma and start real conversations
  • Build stronger, more resilient teams

Ideal For:

  • People leaders, supervisors, and managers
  • HR and safety professionals
  • Anyone committed to creating a psychologically safe workplace culture

This webinar qualifies for 8 hours of professional development credits. Attendees will also receive a Certificate of Completion from the Mental Health Commission of Canada

8 attendee minimum. If the minimum is not reached, your course will be refunded or rescheduled, depending on your preference.

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2-Day Webinar

March 24 & 25, 2026, 10 AM – 2 PM (MST)

Key Learning Outcomes:

  • Spot the early signs of mental health struggles
  • Support others while protecting your own well-being
  • Break down stigma and start real conversations
  • Build stronger, more resilient teams

Ideal For:

  • People leaders, supervisors, and managers
  • HR and safety professionals
  • Anyone committed to creating a psychologically safe workplace culture

This webinar qualifies for 8 hours of professional development credits. Attendees will also receive a Certificate of Completion from the Mental Health Commission of Canada

8 attendee minimum. If the minimum is not reached, your course will be refunded or rescheduled, depending on your preference.

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TAKEAWAY: This article delves into strategies to keep workers cool and safe on drilling sites during the hot summer months. Read on to discover essential tactics for mitigating heat-related risks and ensuring the well-being of your workforce.

By Elly McGuinness

When the summer sun blazes down on drilling sites, the combination of strenuous work, full-length protective gear, and high temperatures can create a recipe for heat-related challenges. 

The Mine Safety and Health Administration (MSHA) defines a “hot” worksite as one where conditions exceed a wet bulb globe temperature (WBGT) of 79°F (26°C), taking into account factors like air temperature, humidity, radiation, and wind speed. 

Drilling activities in the mining and oil and gas industries intensify the heat load on workers. Strenuous labour also generates considerable body heat, so addressing the risks associated with elevated temperatures is crucial. While protective clothing shields workers from sunburn and keeps workers safe on a drilling site, it can inadvertently contribute to heat stress.

Risks of Hot Job Sites for Workers

Working under scorching conditions on drilling sites introduces risks beyond the discomfort of high temperatures. Sweltering heat can significantly impact workers’ job performance and health. 

Exposure to extreme heat can adversely affect concentration, reaction time, alertness, and coordination, increasing the potential for accidents and injuries. Heat stress, a common consequence of prolonged exposure to high temperatures, can manifest as muscle cramps, heat rash, heat exhaustion, or the most severe form, heat stroke. 

For drilling site workers, the combination of physically demanding tasks, full protective gear, and soaring temperatures heightens the risk of these heat-related conditions. As the mercury rises, safeguarding workers’ health and safety becomes an utmost priority.

Looking For Fitness-to-Work Testing?

SureHire’s Fitness-to-Work program tests participants’ ability to perform the physical demands and bona fide occupational requirements of a job. These day-to-day tasks can include lifting, carrying, crouching, bending, reaching, and long periods of time spent moving without rest.

Fitness-to-Work testing is a great tool for employers in determining whether they have the right hire for the job.

Request a Quote

How to Stay Cool on Hot Drilling Sites

Navigating the sizzling conditions of drilling sites when it’s hot requires a strategic approach to ensure workers’ well-being and safety. Here are nine vital strategies to help keep workers cool in the sweltering heat.

  1. Hydration

Prioritize hydration by providing ample water and promoting regular intake. Steer clear of caffeinated beverages, which can lead to dehydration. Workers arriving on-site dehydrated, perhaps after consuming alcohol the previous night, will have increased hydration needs.

Furnish a cool box with refreshing drinks, allowing workers easy access to hydration throughout their shifts.

  1. Regular Rest Breaks in a Shaded Area

While establishing permanent shaded areas might pose challenges, encourage workers to seek shade during rest breaks. Doing so provides opportunities to rehydrate and lower body temperatures. Workers can find shady spots nearby, such as air-conditioned truck cabs, to cool down during breaks.

Rest breaks can sometimes disrupt drilling site workflow. To manage this, plan in line with ongoing tasks. It might be necessary to stagger breaks, with some workers continuing until a convenient pause point. However, it’s critical to prioritize worker safety by ensuring immediate rest if heat stress signs emerge.

  1. Slow the Pace

Discourage rushing through tasks, as this can make the work feel more strenuous and increase the heat load on the worker, raising the risk of heat stress.

  1. Cover up

When full Personal Protective Equipment (PPE) isn’t required, advise workers to wear long-sleeved, lightweight, and cooling clothing to shield themselves from the sun. Ensure the face, neck, eyes, ears, and back of the head are protected. 

  1. Heat Safety Designation

Assign a team member to monitor heat safety to help oversee the team’s well-being. Train this individual to identify heat-related symptoms, distribute water bottles, enforce rest and shade breaks, and initiate the buddy system. A buddy system helps ensure workers look out for each other and watch for signs and symptoms of heat stress.

  1. Monitor the Heat Index 

The heat index is what the heat feels like, considering the combination of temperature and humidity levels. Most phone weather apps display the Heat Index. The National Weather Service says a heat index of 90-105 F (32-40 C) may cause sunstroke, heat cramps, and heat exhaustion with prolonged exposure and/or physical activity. 

Understanding that the heat index was established for shady conditions with light wind is vital. Full sunshine can increase the index values by up to 15.

For drilling workers, the temperature could feel even hotter than the number on the heat index, given their protective clothing, strenuous work, and heat generated from the job site. Consider establishing your own heat threshold for workers, prompting additional or extended breaks, or reducing workload.

OSHA recommends using a wet bulb globe temperature (WBGT) monitor to measure workplace environmental heat.

  1. Acclimatize Employees to Work in Extreme Heat

Acclimatizing employees to extreme heat involves a gradual workload increase for new and returning workers over 1-2 weeks. During heatwaves, reduce workload and heat exposure by 50% for all workers, gradually restoring to 100% over four days. Workers should continue taking breaks in shaded, cool areas during acclimatization.

Remember that workers respond uniquely to heat stress. Variations in health and medication can lead to differing heat sensitivities. Thus, relying solely on the heat index might not account for individual variations.

  1. Strategic Work Schedules

Adjust work schedules to avoid peak heat. Consider starting earlier and finishing earlier to minimize exposure during the hottest parts of the day. Prioritize more frequent breaks during peak heat hours.

  1. Heat Safety Training

Provide thorough heat safety training as part of overall health and safety protocols. Train workers to prevent heat-related illnesses, recognize symptoms, administer first aid, and follow emergency plans.

By implementing these strategies, drilling site operators can ensure a safer and more comfortable work environment for their teams. 

Looking For Fitness-to-Work Testing?

SureHire’s Fitness-to-Work program tests participants’ ability to perform the physical demands and bona fide occupational requirements of a job. These day-to-day tasks can include lifting, carrying, crouching, bending, reaching, and long periods of time spent moving without rest.

Fitness-to-Work testing is a great tool for employers in determining whether they have the right hire for the job.

Request a Quote

How to Keep Workers Cool on Drilling Sites During Summer | In Conclusion

In conclusion, safeguarding workers’ well-being on drilling sites when the temperatures are high is paramount. Employers can mitigate the risks of heat-related illnesses by adopting a holistic approach emphasizing hydration, rest breaks, vigilant monitoring, and tailored strategies for acclimatization. Acknowledging individual differences and maintaining a watchful eye on heat index readings are crucial. 

Through diligent adherence to these strategies, drilling site operators can foster a safer and more comfortable work environment, ensuring the health and productivity of their valuable workforce. Prioritize these measures to keep your team cool and thriving even in the hottest conditions.

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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.

female construction worker smiling - workplace health and safety

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.

Learn More and Register Online!

 

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.

  1. 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.

  1. 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. 

Jump Ahead

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
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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.

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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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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)

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.

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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: As an employer, it’s important to create a workplace that is inclusive so that all employees are set up for success. Here’s what you need to know about facilitating an inclusive work environment and accommodating deaf and hard-of-hearing employees.

Jump Ahead

By: Elly McGuinness

Disabilities are wide-ranging, and many are invisible. Each type of disability requires a unique approach to workplace accommodation, and some, such as hearing impairment, are less obvious than others. Approaches to accommodating employees with physical disabilities in the workplace might be more apparent. For example, installing ramps next to steps helps accommodate employees with reduced mobility. Just as there are ways to accommodate employees with physical disabilities, employers must understand how to facilitate an inclusive environment for deaf or hard-of-hearing employees. Employers can explore several avenues to set deaf or hard-of-hearing employees up for success, from workplace policies to practical accommodations, support, and resources.

Considerations for employers

Employers must recognize that not all employees with a hearing impairment will require accommodation. Those who require accommodation will not necessarily require the same accommodations as other deaf and hard-of-hearing employees. Similarly, some employees may only need one accommodation while others may need several. Essentially, every employee is an individual with different needs. Employers must also understand how to navigate deafness and hearing impairments in the workplace in line with the Americans with Disabilities Act (ADA).

7 ways to set hard-of-hearing employees up for success in the workplace

The following guidelines can help promote inclusivity and accommodate hard-of-hearing employees.

1. Workplace policies

Employers can start by reviewing workplace policies to ensure they support and protect workers with disabilities. Different types of disabilities should be considered, including those related to hearing loss. Policies should address any factors that could adversely affect workers with a hearing impairment and highlight potential strategies and solutions. For example, a noisy work environment can negatively impact a worker with a hearing impairment. Therefore, employers should review policies and procedures in this area.

Employers should inform employees about worker accommodation policies, and must also ensure that employees are aware of privacy rights regarding the disclosure of medical information.

2. Employer-employee communication

Communication is a crucial element of success in any workplace. It can be of critical importance when facilitating an inclusive environment for hard-of-hearing employees. When an employer knows about an employee’s hearing impairment or has reason to believe that performance-linked problems are related to a hearing impairment, they can ask the employee questions about the issues they are having. Ask the employee what hearing limitations they experience in the workplace and what accommodations they may need to perform their job safely and effectively. 

3. Communication within the workplace

Communication training with management and other team members is also imperative. Advise employees on the best ways to communicate with a deaf or hard of hearing employee. Employees should be aware of the ways they can help improve communication. Examples include speaking one at a time and standing face-to-face for conversations since a hard-of-hearing employee may rely on lip-reading. Management and employees leading training sessions or meetings need to understand the importance of speaking while facing the audience rather than turning their back to speak, even if they’re referencing some type of screen or board. 

4. Assistive technology 

There are many assistive technology options for accommodating deaf and hard-of-hearing employees. The technology used should be specific to the individual and their needs. For example, some hard-of-hearing employees may have no problem with face-to-face communication. However, reduced clarity and an inability to lip-read can make telephone communication challenging. Captioned telephones, a telephone headset, or video telephones using a video relay service (VRS) are all possible solutions to this problem.

Safety should be at the forefront of any organization, so ensure that workplace technology caters to deaf and hard-of-hearing employees in emergencies. Employees can use a vibrating pager for emergency alerts while flashing lights indicate exit directions.

In the office, team members can emphasize visual and written communication. Install visual notifications on smartphones and computers and send text communications when required. Deaf and hard-of-hearing employees may benefit from assistive listening devices or voice recognition software to translate spoken words into electronic text. For training and upskilling, use closed captions on videos to help hard-of-hearing employees fully participate in sessions.

5. Visual aids in the workplace

Apart from technology, visual aids can go a long way toward assisting employees with a hearing impairment. Simple accommodations in meetings and training sessions can go a long way. Take a moment to consider the various potential visual aids that will help ensure a positive experience for hard-of-hearing employees such as handouts, flipcharts, and written materials.

6. Support personnel

Deaf and hard-of-hearing employees may benefit from support personnel in specific instances. Employees could use a buddy system to help facilitate the straightforward execution of emergency procedures for emergencies. Other situations may require a sign language interpreter. Examples include during large conferences or social events. Some events may not enable the employee to have a direct line of sight to the speaker, or they may be too far away. Social events could bring additional background noise that presents challenges for the employee. In these situations, a sign language interpreter can help ensure a deaf or hard-of-hearing employee receives the accommodation they need for full participation.

7. Other adjustments such as seating positioning and optimal lighting

Employers can make adjustments to the workplace environment to help accommodate employees with a hearing impairment. Focus these strategies on reducing noise levels and enhancing the visual environment. Allow hard-of-hearing employees to work in a quiet area in the workplace, for example, away from the noisier entry, exit, or reception areas. During meetings and training sessions, ensure they have an unobstructed view of the speaker. Optimal lighting in the workplace will help maximize the effectiveness of workplace visuals. Employers can also consider altering job duties to accommodate deaf and hard-of-hearing employees.

Additional resources and support for accommodating employees with a hearing impairment

Several resources can help employers take the next steps in accommodating deaf and hard-of-hearing employees. For example, SureHire’s fitness-to-work testing program allows employers to understand an employee’s overall health status and provides recommendations on accommodations where necessary. The Job Accommodation Network has a selection of resources for accommodating employees with hearing impairment. Employers may also want to consider using an Employee Assistance Program (EAP) to help employees deal with any challenges related to their hearing impairment. 

For related reading, find out how to accommodate chronic illness in the workplace.

Support Your Employee’s Mental Wellness with EQ Solutions

As more employees are beginning their return to office plans, the need for mental health support is crucial. Only 23% of Canadian workers feel comfortable approaching their employer about their mental health.

Services like EQ Solutions work towards building employee resilience and improving mental health and wellness in the workplace.

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TAKEAWAY: Get a quick overview of the benefits of urine drug testing in the workplace, including the substances detected, windows of detection, and more. 

By Jennifer Crump

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SureHire offers a broad range of testing services to employers, including drug and alcohol testing such as urinalysis. Urine-based testing is available through both point of care testing, providing results within minutes, and through Substance Abuse and Mental Health Services Association (SAMHSA) approved lab-based testing, with results commonly available within 2 to 5 days. 

Employers can also access additional supports for their employees through SureHire, including access to Substance Abuse Professionals (SAP).

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The drug testing regimen you choose as an employer should match your company’s purpose. Certain types of drug testing are best suited to specific situations. For example, hair follicle testing can detect the most extended drug history and works well for follow-up testing. However, urine testing remains the standard for most drug detection because of its accuracy, convenience, and the wide range of drugs it can detect. In fact, urinalysis, or urine testing, is the most common type of drug test administered by employers in Canada and the only method of drug testing currently allowed under Department of Transportation (DOT) regulations in the United States.

Benefits of Urine Testing

Employers can leverage urine-based testing as either a point of care test or a lab-based test. It’s familiar to both employers and workers and has a proven track record that can help elicit trust in the drug testing process, making it a dependable and accurate option. Employers can utilize urinalysis for various testing reasons, including pre-employment testing, random testing, post-incident testing, reasonable suspicion testing, follow-up testing, and return-to-duty testing. It can detect a wide variety of drugs used within the previous 4 to 72 hours and is relatively inexpensive to implement, particularly if the employer uses point of care or express testing for the initial screening. 

The most common concern with urine-based testing is the potential for adulteration or substitution. However, there are safeguards available to mitigate these risks. Despite concerns, both adulteration and substitution are considered rare events.

How Urine Drug Testing is Conducted

Urinalysis involves the collection of a sample of the employee’s urine in a private setting. Urine is collected in the workplace with a point of care test (POCT) or in a clinic or lab. While observed urinalysis is required in some circumstances, it is extremely rare in Canada. Privacy concerns in Canada far outweigh any concerns about urine adulteration such as substitution or tampering.  

With point of care testing, also called express testing, testing takes place immediately on the sample, and the results are usually available within minutes.

If employers elect to send the sample to a lab, results will be available within a few days. The Canadian Model for Providing a Safe Workplace, which provides a non-legislated standard for testing in Canada, suggests that Medical Review Officers (MROs) assess positive test results. The MRO will also interview the worker regarding the positive results and make a determination of the test as negative, negative with safety advisory, refusal to test and why, cancelled with or without further direction, or positive. Negative with safety advisory means that although the worker has legitimate reasons for testing positive for a drug, such as a prescription medication, they may still pose a safety risk to themselves, fellow workers, or the public.

Substances Detected by Urine Testing

Urine drug tests screen urine for the presence of a parent drug or its metabolites, which are the substance produced as the body breaks down or metabolizes a drug. In workplaces, urine testing generally screens for 5 to 10 different substances. These substances can include: 

Urine testing can include a panel combining any of these drugs. However, unless the employer is subject to DOT regulations, the 8-panel drug screening test is the most requested test in Canada and the one recommended by the Canadian Model. The 8-panel drug test screens for the following substances:

  • Amphetamine
  • Cocaine
  • Methamphetamine
  • Phencyclidine PCP
  • Cannabis/Marijuana 
  • MDMA
  • Opioids
  • Oxycodone

Windows of Detection & Urine Testing

The detection window, or window of detection, refers to the specific time frame in which urinalysis can identify the presence of drugs in the system. For most drugs, the window of detection is 2 to 3 days, and a urinalysis may not detect drug use after this period. However, the window of detection is affected by several things, including fat solubility of the substance and frequency of use. [Learn more in “6 Factors That Influence How Long Cannabis Stays in Your System”]. For example, urinalysis can detect both cocaine and cannabis for several weeks in heavy users. 

The window of detection for cannabis can vary from 1 to 30 days with a urine test. For other substances, the window of detection is primarily determined by fat solubility:

  • Amphetamines – 2 to 4 days
  • Methamphetamine – 2 to 5 days
  • Barbiturates – Up to 7 days
  • Benzodiazepines – Up to 7 days
  • Cocaine – 2 to 3 days
  • Codeine – 2 to 4 days
  • Morphine – 2 to 5 days
  • Heroin – 2 to 3 days
  • PCP – 5 to 6 days
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SureLink is an innovative solution that not only allows you to view test results but also access dashboard report snapshots, create live appointment bookings, track participant data, view appointment confirmation history, enrol your workers in online courses, monitor course progress, receive important alerts and notifications, and more!

Our user interface makes navigation simple and with customizable features that allow for adjustments based on your company’s needs.

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