Let me shock you! Or if you already knew this fact, at least bring to mind something that is very sad. The United States has only 5% of the world’s population, but we buy and consume 60% of the world’s supply of illicit drugs. And 77% of all drug users in the United States are employed either full or part-time. Those are sobering numbers to consider.
And the pallet industry definitely has a drug problem. Most every reader knows somebody or works with somebody who has used illegal drugs.
In this issue, the topic came up in our Industry Leadership Roundtable article, which starts on page 20. Bill Hildenbrand, president of Pallet Express in Pennsylvania, said, “We have found everywhere there is an epidemic of drug use. It’s worse than ever. We are trying everything in our power to eliminate people with a drug problem from coming into our facility. That’s become a massive problem. And trying to help people who become addicted or relapse…It’s an issue for hiring and retention.”
In the Pallet Enterprise 2016 Wage & Human Resources Survey, respondents claim that drug testing has become a more common practice for new hires. Casual conversations and interviews suggest that getting potential employees to pass a drug test has become an increasing concern.
The number of companies that do not drug test (33%) is down considerably from over 40% in 2013 and 2008. Drug testing all applicants for specific jobs is 48%, up considerably from the 33% to almost 37% in previous years. Drug testing with cause for specific jobs is down to 16%, probably because more are drug tested for specific jobs. About 3% marked “other”, usually drug testing after an accident or at random or for all truck drivers. See Chart 1 for the latest drug testing analysis.
The 2016 Wage and HR Survey is a great resource for the pallet industry to gauge personnel and wage trends. You can purchase a copy by calling 804-550-0323 or e-mail julie@ireporting.com.
Drugs are a problem. So what can we do about them? The workplace can be a place to address this issue because people spend so much of their waking hours at work. Also, their job may be either a great source of stress that leads to drug use, or a place where they can escape problems at home and develop a feeling of accomplishment. A positive work environment can improve somebody’s life, which may ease their dependence on drugs and alcohol.
The first thing you can do is establish a specific policy about drug use and promote it to new hires as well as existing employees. Workplaces should develop policies and procedures that are applied in a professional and consistent manner with employee privacy being respected. That means that only those people who really need to know about drug use are brought into the discussion. Also, managers and supervisors should be trained on how to recognize and deal with substance abuse issues.
A substance abuse policy probably should include the following: a statement of the program purpose, definition of substance abuse, statement of an employee’s rights to confidentiality, guidelines for employee discipline, explanation of procedures to help employees get rehab assistance, explanation of drug testing policies, and requirements for employee and supervisor training. It is important to document everything from training to any incident where the possibility of substance abuse arises. Every employee should receive and sign a copy of your substance abuse/drug policy.
Be aware that some states have various laws about drug testing. Also, the Occupational Safety & Health Administration has issued new rules limiting drug testing as part of its effort to reform activities that could lead to under reporting of workplace safety incidents. Blanket policies to drug test all employees where a lost-time accident occurs would be viewed as a violation of the rule and could trigger fines from OSHA. But if a forklift operator runs into a person on the site and supervisors assess that the driver may have been impaired, then it could be reasonable to conduct a drug test to determine the state of the driver.
Employees who come to work under the influence can hurt themselves and others. Drug use can lead to poor work performance, late or absences, unwarranted health care expenses, and possibility safety violations. If employees know ahead of time what is expected, it is easier for them to comply and understand why you take certain actions if substance abuse is suspected. The best thing is to schedule a face-to-face meeting with a few supervisors and focus the initial discussion on performance and ask about why they seem to be struggling. Unless a worker has obviously been impaired on the job, be careful not to address possible substance abuse. You can mention the Employee Assistance Program (EAP) if you offer one where they can meet with a counselor or specialist.
You do want to show compassion for the person. However, you must still hold them accountable for their work and adhering to company policies and expectations. You want to avoid enabling them by covering up work problems, giving them money, making excuses for them, etc. A number of pallet companies are looking at using counselors or even chaplains to provide a degree of personal care for their employees. These people can serve as a listening ear and some support if their family life is rough, and they don’t want to open up to others.
It is important to remember that even the worst addicts are people too, and you want to treat them with respect. But that doesn’t mean you have to look the other way. Tough love is very much still the loving thing to do. You may get some people who are really down on their luck who walk through your door. And those people could become great employees if you take the time to help them do more than just get a job.
While the drug problem is huge, it is also an opportunity. And how you respond to it shows a lot about your company and the kind of culture that you want to develop.
