When it comes to employee substance abuse, HR can be caught in the middle:
- You want to accommodate your employee's recovery, BUT
- You're under pressure from other leaders who need to meet productivity requirements, AND
- Multiple laws restrict what you can say, ask, and do as you attempt to manage the situation.
The Labor Department says that more than three-quarters of alcohol and drug abusers are employed. That means HR professionals have to know how to cope with substance-abusing employees. Productivity is a concern, but the compliance challenges-discrimination, safety, privacy, family and medical leave, liability, and more-make drug abuse and alcoholism very serious issues you cannot ignore.
Consider these statistics:
- 1 in 10 employees report heavy alcohol use, and 9% are current illicit drug users.
- 3% of employed adults report using illicit drugs before reporting to work or during work hours at least once during the previous year.
- 7% report drinking alcohol during the workday.
These numbers are staggering and suggest that at some point you will have to deal with an employee or an employee's family member who is struggling with a drug or alcohol problem. Get up to date on crucial rules and regulations so you can stay in compliance while helping employees who find themselves abusing legal and illegal substances.
Participate in this interactive webinar, and you'll learn:
- When you must consider an employee with substance abuse issues disabled under the ADA
- Your differing legal obligations when an employee is a current or a recovering drug addict
- How to avoid the natural reactions that spark disability discrimination claims from employees with substance abuse problems
- What to do if you suspect an employee is abusing drugs and jeopardizing the overall health and safety of your workplace
- When you can require a fitness-for-duty examination before an employee returns to work
- Best practices for supervisors, managers, and HR when handling workplace substance abuse issues, including what you should and shouldn't say or do
- How far your right to mandate drug testing in the workplace extends, including restricting the off-duty usage of illicit substances and those used without a prescription
- How to identify and close loopholes in your substance abuse and drug policy
- Attendance and performance management keys when the employee has a substance abuse problem
- How recent medical marijuana legislation affects your ADA rights and obligations
>In just 90 minutes, learn how to manage and legally accommodate employees with drug or alcohol problems so you can keep your organization productive and in compliance. Register now for this informative event risk-free.
About your Speaker:
Joshua J. Sudbury an attorney with Ford Harrison LLP, focuses his practice on representing management in labor and employment matters. He has represented clients in a variety of industries, including transportation, hospitality, and healthcare. Mr. Sudbury's litigation experience includes representing employers in state and federal court and before administrative agencies against employment claims brought pursuant to Title VII, ADA, ADEA and FLSA, and he has represented clients regarding allegations of disability discrimination and other employment-related matters. He presents to industry groups on many topics, including the ADA, FMLA, and the interactive process.