DRUGS, ALCOHOL IN WORKPLACE CREATE 'SCARY' STATISTICS

That bleary-eyed worker manoeuvring a truck through your job site could be
showing the effects of a bad cold.

Or he might be under the influence of drugs.

The latter possibility is more likely than many realize, suggests Marjie
Garner, president of Garner Associates Ltd., an occupational health and
disability management company.

Speaking Wednesday at the Petroleum Services Association of Canada's spring
conference in Red Deer, Garner pointed out that workplace drug use is
becoming increasingly common.

"Marijuana is probably the most prevalent drug that you will find in the
workplace, but the others are there too," said Garner, listing cocaine,
opiates, amphetamines, solvents, LSD and PCP.

Alcohol abuse has also become a major workplace problem, with employees
drinking on the job or working after they consume alcohol. "Seventy per
cent of alcoholics are employed and 20 to 30 per cent of the workplace
accidents involve people in an intoxicated state," said Garner. "Fifteen to
30 per cent of workplace fatalities are related to alcohol misuse.

"That's kind of scary."

Even prescription drugs and over-the-counter products can adversely affect
workers' performance and safety, said Garner. She suggested that anyone
taking such substances should notify their supervisors.

There are a number of signs and symptoms that could indicate drug abuse,
said Garner.

Users' eyes might be red or bleary, their pupils dilated and their eyelids
droopy. Their skin is sometimes sweaty and their breathing and heart rate
rapid.

Behavioral problems can include paranoia, aggressiveness, anxiety,
confusion, agitation and a loss of alertness. Speech can be slurred, or the
person unusually talkative.

Short-term memory may also be affected.

Garner cautioned against jumping to conclusions, however. She said symptoms
can be the result of something else, such as illness. "You must focus on
the job performance, not so much the signs and symptoms."

Workers with drug abuse issues often deny that a problem exists. And their
co-workers and even their supervisors may back them up, said Garner,
explaining that these people may want to protect the drug user, preserve a
working relationship, have similar problems themselves or simply assume the
matter will resolve itself.

When dealing with employees suspected of using drugs, Garner said it's
important to be well prepared before confronting them. This includes having
documentation of poor job performance and behavioral problems.

"Don't lose your temper, don't let the person paint over the conversation,
don't argue - just make sure you have all of your ducks in a row and all of
your documentation."

If you decide to send an employee for drug testing, arrange for someone to
accompany them to the lab, stay with them and bring them back.

Employees who appear to be under the influence of drugs should be removed
from the workplace and not permitted to drive.

"Take them home and suspend them until you decide what you're going to do,"
said Garner.

Actions could include mandatory attendance at a treatment centre or
enrolment in an employee assistance program. Thereafter, she said, the
employer should follow up to ensure the required actions were taken and
monitor the worker's job performance.