A drug- and alcohol-free working environment is essential for the health and safety of all company personnel, and it is a fundamental right that every employee should enjoy. Alcohol and drug use can lead to workplace accidents, injuries and even death. It also can reduce employee morale—not only that of employees struggling with alcohol or drug problems, but also those who work alongside them. It can weaken an organization's ability to operate profitably and productively.

A safe, healthy and drug-free workplace is everybody's responsibility, including the co-workers of those with problems. By knowing what to do (and not do), employees can be empowered to improve the work environment and encourage those with problems to seek help. Other than the classic signs of impairment (smelling of alcohol, disorientation and confusion, abnormal agitation or sluggishness, etc.), signs that an employee may be a substance abuser include:

• Having mishaps, being careless and repeatedly making mistakes.
• Damaging equipment or property or disregarding safety for self and others.
• Being involved in numerous accidents.
• Showing careless or risky behavior in the operation of hazardous materials or equipment.
• Being unreliable, not being where he or she should be.
• Showing a lack of detail on performing routine job duties.
• Being unwilling to follow directions and being argumentative.
• Giving elaborate, unbelievable excuses for not fulfilling responsibilities.
• Not carrying one's load.

If an employee suspects a co-worker has a problem, it is important for everyone that he or she not tolerate such conduct. No co-worker is responsible for performing a diagnosis, but someone who ignores a problem or helps an abuser hide it is also placing employees and the company at risk. Employees should observe behavior, focus on safety and if possible, help guide the person to seek help. Following are some proven intervention strategies:

• Identify with the person and show concern. Point out changes in behavior and express concern for the abuser's safety and that of others.
• Be specific in describing behavioral problems, including the dates and times they occurred.
• Connect the behavior to suspected alcohol or drug use.
• Urge the person to get help. Suggest he or she call 1-800-662-HELP (1-800-662-4357) or visit www.findtreatment.samhsa.gov. Other sources of help are available at www.dol.gov/workingpartners.
• Explain that co-workers put themselves at risk if they help hide the problem.
• Point out how the person's behavior affects other employees at work.

It is not necessary for an employee to make someone admit he or she has a substance problem. It is necessary for them to be resolute, including reporting the troublesome behavior to supervisors if it affects health and safety of anyone in the firm.

Renee Elberts is the Operations Manager for METSCheck, Inc., a provider of background screening and drug testing services for businesses nationwide. For more information about how to protect your workers and your customers with employment screening services, visit www.metscheck.com.