Sheila Dunn, D.A. and Sarah E. Alholm, M.A.S.
No business, regardless of size or location, is immune to the countless problems that alcohol and drug abuse can cause. Most physicians can’t imagine having a substance abuse problem in their workplace, because they know all their employees personally or think “it would be obvious if one of my employees was using drugs or alcohol at work.”
In actuality, most cases of chemically-impaired healthcare professionals go unnoticed. Substance abusers are hard to spot: many physicians admit having difficulty recognizing an adult who is abusing drugs or alcohol. Only a fraction of physicians consider themselves “very prepared” to diagnose alcoholism (19.9%), illegal drug use (16.9%) and prescription drug abuse (30.2%).
The bottom line is that substance abuse among medical workers needs to be recognized and addressed because it creates an unsafe workplace for patients and workers alike. The vast majority of drug users are employed, and when they arrive for work they don't leave their problems at the door. Alcohol and drug abuse is the third leading health problem in the United States. This number is higher for healthcare workers than the general population presumably because of stress and an increased access to drugs. Doctors, nurses and other healthcare professionals may be more reluctant to admit they have a problem and seek help for fear of losing their license if the problem is discovered.
One in five workers report they have had to work harder, redo work, cover for a co-worker or have been put in danger or injured as a result of a fellow staff member’s alcohol or drug use. Make sure your employees know that substance abuse isn’t tolerated at your facility.
It’s imperative that administrators, managers and employees increase their knowledge about the problems that substance abuse in the healthcare workplace can cause and how to identify common signs seen in workers who abuse drugs or alcohol. It’s important for colleagues to know how to recognize when an employee has an addiction and how best to confront the addiction. Direct your own educational program on substance abuse during your next staff meeting, or consider another forum such as a home mailing, workplace displays, brown-bag lunches, guest speakers, seminars and sessions at new employee orientation.
In the workplace, be especially aware of personality changes, changes in lifestyle, and withdrawal from friends and family. Suspect that an employee who always wears long-sleeved clothing (in hot months) or constantly volunteers as medicine nurse may need help. Quality America offers a white paper: “What to Do About Substance Abuse in the Healthcare Workplace,” which provides more information on the signs and symptoms of substance abuse in employees.
OSHA’s Bloodborne Pathogens Standard requires us to implement Universal Precautions, where we assume that all people could potentially harbor bloodborne pathogens, regardless of age, social status or appearance. Likewise, no workplace is immune to drug and alcohol abuse problems. So take this information seriously, even if your workers don’t seem like “substance abuse types.”
Impairment by drug or alcohol is an avoidable workplace hazard. Drug-free workplace programs improve patient and worker safety. In Steps to a Drug-Free Workplace, OSHA encourages employers to develop programs that include:
- A written drug-free workplace policy
- Supervisor training
- Employee education
- Employee assistance program
- Drug testing
Quality America incorporates the recommendations into their
OSHA Safety Program Manual, using a fill-in-the-blanks plan that practices can self-customize to their needs. For additional educational materials, the
US Department of Labor offers posters and presentations in a variety of formats for supervisors and employees.
About the Authors:
Dr. Sheila Dunn, president and CEO of Quality America, Inc., holds a doctoral degree in clinical laboratory science. Sarah Alholm, an occupational safety professional, is the OSHA product manager at Quality America.