No business owner wants to assume addiction in the workplace will be an issue. To plan for it sometimes feels like an omen or self-fulfilling prophecy. However, refusing to have a plan in place for the worst case scenario leaves businesses unprepared and results in a detrimental reactive state. It is far better to initially take a professional proactive stance.
Preventative measures normally utilized during the hiring process simply do not guarantee problems like addiction in the workplace will not occur. Prevention is certainly a step all companies should take. However, even if the company chooses a method of drug testing that is fail-proof, not hiring an active addict does not prevent relapse for recovering addicts hired or currently employed. Additionally, it does nothing for employees who may be developing chemical dependency.
Termination is not always the simple answer. Many valued employees, managers and even business owners struggle with addiction. It is a disease and, therefore, does not discriminate. Fortunately for businesses, there are ways of confronting addiction in the workplace, protecting the business and its employees, addressing any resulting issues while still offering compassion and, eventually, an opportunity to return to or maintain employment with the company.
Below are six possibilities: