Identifying an alcohol or other drug problem in an employee may be more difficult than in a family member or close friend. You may notice changes in personal appearance, dependability, problem solving, job knowledge, productivity, judgment, or the way they work with people. But since your employee may not drink or use drugs in front of you, you may not know for certain that these changes are due to substance use or stress, lack of sleep, or a prescription medication.

Yet, as a co-worker or manager, you may feel you have an obligation to the individual or the company to help them. People with substance use disorders are more likely to injure themselves or others. And if you work in a team, the other person's performance may be detracting from your own.

Accusing someone of having a substance use disorder without proper documentation of poor job performance could put you and your company at risk of a lawsuit. But Dr. Joni Johnston, a clinical psychologist and CEO of WorkRelationships, says that there is no risk in recording what you see and hear, and asking the person if there is a problem. Dr. Johnston recommends:

• Developing and communicating an objective set of job standards, and holding the person to them.
• Documenting situations when you suspect a person is under the influence of alcohol or other drugs, preferably within 24 hours of when you suspect there is a problem.
• Meeting with them to discuss these situations, and having someone from human resources or employee relations in attendance.
• Knowing what resources are available to help the employee.

Dr. Johnston also suggests developing a workplace substance use policy that encourages voluntary participation in substance abuse treatment, identifies how treatment referrals are made, assures the employee that job security will not be at risk, and ensures confidentiality. To learn more on developing a workplace policy, visit the Department of Labor Working Partners site

Discussing general mental health in the workplace can also be a "gateway" for employees to discuss other problems. So in addition to presenting general guidelines for optimal performance you may consider providing information about family life issues (such as listing risk and protective factors, what makes an emotionally healthy family, how to help children cope with conflict, etc.) This can be a great way to get parents to look at themselves through the lens of family, thereby removing some of their self-consciousness about a problem. In other words, by discussing general mental health, you can help get to the alcohol or drug topic less directly and therefore perhaps alleviate some of the shame.

For more information, start by talking to your company's human resources or employee assistance professional. If your organization does not have such an individual, contact your local Employee Assistance Professional Association chapter

[Sources: Johnston, J. "You're Not the Employee I Hired: How to Handle the Substance-Abusing Employee." HR.com Weekly Magazine, October 28, 2002; Mary Ann Amodeo/Join Together; Jeanette Friedman, Caron Foundation]