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Although drug use is illegal, some people believe it is a personal decision and should not be penalized, and that workers should have the option of using drugs whenever or wherever they choose as long it is not at work. If an employee is found to be impaired at work or becomes violent, should the employer terminate their employment or send that person to an assistance programs? Defend your answer.

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Addressing the issue of employee drug use in the workplace requires a nuanced understanding of legal, ethical, and safety considerations. While some advocate for personal autonomy regarding drug consumption, the safety and productivity of the workplace must take precedence, especially given the potential risks associated with impairment or violence. Therefore, the appropriate response when an employee is found to be impaired or violent at work is to prioritize safety by connecting the individual with assistance programs rather than immediate termination, unless the behavior poses a direct and ongoing threat.

Fundamentally, the legality of drug use does not negate its impact within a professional environment, particularly when impairment affects judgment, coordination, and decision-making abilities. Employers have a duty to ensure a safe working environment for all employees, clients, and stakeholders. According to the Occupational Safety and Health Administration (OSHA), workplaces should develop policies that address substance use and impairment to prevent accidents and injuries (OSHA, 2020). When an employee appears impaired or violent, immediate intervention is necessary to prevent potential harm, but this intervention should lean toward supporting recovery and safety rather than punitive action exclusively.

Sending an impaired employee to an assistance program aligns with a more rehabilitative approach, emphasizing the importance of supporting employee well-being and addressing underlying issues related to substance use. Rehabilitation programs can offer counseling, treatment, and support tailored to individual needs, potentially restoring the employee's ability to function effectively and safely within the workplace (Frone, 2018). Such programs have been shown to reduce repeat incidents of impairment and violence and improve overall workplace safety (Bacharach et al., 2014).

In contrast, automatic termination might overlook underlying causes such as addiction or mental health issues that require treatment rather than punishment. The Americans with Disabilities Act (ADA) recognizes addiction as a disability, and employers are encouraged to provide reasonable accommodations, including access to treatment programs (EEOC, 2020). Failing to consider these aspects could lead to legal repercussions and deprive employees of necessary support systems.

Nonetheless, if an employee's impairment leads to violent behavior or ongoing unsafe conduct, termination may ultimately become necessary to protect others. Safety concerns take precedence, and remaining proactive to eliminate threats from the workplace is essential. Employers should maintain clear policies outlining the consequences of impairment and violent conduct, ensuring these policies are consistently enforced. Combining support for rehabilitation with strict adherence to safety protocols provides a balanced approach that respects employee dignity and workplace integrity.

In conclusion, when an employee is impaired or becomes violent at work, the initial approach should be to direct them toward appropriate assistance programs aimed at treatment and rehabilitation. Such an approach aligns with ethical practices, supports employee health, and maintains a safe working environment. Termination should be reserved for cases where safety cannot be assured or when an employee refuses treatment and continues to pose a risk.

References

• Bacharach, S. B., Bamberger, P. A., & Conley, H. (2014). The effects of alcohol and drug use on safety outcomes: A review and empirical analysis. Journal of Occupational and Organizational Psychology, 87(2), 251–273.
• EEOC. (2020). Substance abuse. Equal Employment Opportunity Commission. https://www.eeoc.gov/laws/guidance/substance-abuse
• Frone, M. R. (2018). Substance use and workplace safety. In J. C. Quick & L. E. Tetrick (Eds.), Preventing workplace violence: The importance of organizational policies and practices (pp. 203-220). American Psychological Association.
• OSHA. (2020). Substance abuse prevention in the workplace. Occupational Safety and Health Administration. https://www.osha.gov/substance-abuse