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An individual has many recommendations in which to solve these issues in the workplace. Well, since the law was passed in which to not allow smoking on the premises, this has reduced complaints from customers at my workplace. One is not exposed to the smell in which people have on them after smoking marijuana, and I no longer have to endure it second-hand. In essence, this has provided me with much relief, and for that one thankful that my state passed this. However, other issues have arisen since then. People are continuing on in this horrible habit but in secret and away from those in management (National Institute on Drug Abuse, 2011).
One has many suggestions that my workplace needs to consider when dealing with people are defiant and not wanting to comply with policy. They need to have cameras in those locations in which the people were allowed to smoke, and have it up and have an individual to monitor them constantly. If anyone is caught, then consequences follow. He or she may not like it at the time, but when the days pass hopefully the person is thankful for the results as well as the self-awareness that comes with it (National Institute on Drug Abuse, 2011).
These are the specific policies that one recommends. 1) Any person with a urine analysis (UA), he or she is not allowed to work for the rest of the day, and a taxi is immediately called for the person's safety. 2) For the second offense, a person has to get written up and a taxi is called for the person to go home. 3) The third offense, a person is confronted by everyone in management through a formal meeting, and they review the case; the person is then suspended from their position 4) At this last offense, the individual no longer has a position with the hospital because of the fact that he or she chose to behave unprofessionally and came to work under the influence, which is against company policy and procedure (Office of National Drug Control Policy, 2011).
As one can tell, these policies are quite harsh, yet the person is provided many opportunities to repent of their actions and to make things right without losing his or her job. Not every person will see this as an opportunity for growth, but hopefully he or she is able to reap the benefits from the company and learn their lessons the first time around without facing management in a formal setting. Anyone can find this intimidating for letting their behavior go this far, especially at the risk of losing his or her job. This should make the individual become clear of what he or she did was wrong and to stop it immediately. However, all the other measures in which to stop it are enacted sooner rather than later because the person will hopefully change their ways before it gets too far out of hand (Office of National Drug Control Policy, 2011).
Here is another suggestion. The company can have people out in those locations at all hours of the night monitoring that part of the facility. This may actually intimidate the employee from attempting to break the rules of the company knowing that someone is physically out there watching his or her every move. One really believes this would make some level of difference. However, people do deserve breaks. At that point in time, the person can contact their replacement and make it plausible to have their fifteen minutes of their own personal time to go off campus or to wonder around the possible. Regardless, one is able to prevent the issue of coming up in the fact that one will try to break the rules. Since someone is able to monitor this part of the where the no-smoking and alcohol policy is in place, he or she is then able to not do something that is wrong on a regular basis. At least something is in place to prevent this from occurring again in the future, which can help the business from getting unnecessary fines from the state. In the end, people will break their habits and eventually, one will become a better person for it (American Council for Drug Education's Facts for Employers, 1999).
Another suggestion is for the hospital to provide training to those that are staff. This means that people will have to take classes within my work on what is expected of him or her as an employee, and the effects of dealing with substance abuse in the workplace. However, the organization needs to make sure that the videos one watches is as current as possible. For example, if the training video was dated back in October of 1990, an individual cannot gain much from it because the information is outdated (Office of National Drug Control Policy, 2011).
What the employer can do is get real life examples from current employees that are selected randomly to speak for the video of what can happen to a person who continues to take part in harming their body. Furthermore, they need another for paying attention to no smoking policies as well as with any kind of substance abuse along with the consequences one will endure because of it. This might make a difference, but it is ultimately up to the person in the end (United States Department of Labor, 2011).
Besides having videos available, a person can use the Internet or for the hospital, the Intranet for people to have access to their training. When it comes to substance abuse, a person has to pass this section and is required to take it at least four times a year or every quarter in which to make sure that he or she knows the policies expected. The goal is to educate employees on what the hospital expects of their workers. If they do not comply, then they face the consequences for their actions. Ultimately, one becomes aware of these expectations and does everything the hospital wants without ruining his or her reputation without the possibility of termination through this entire process. When everything is complete, he or she feels good about the outcome, and will do what is required without facing any kind of discipline from those that are in management (National Institute on Drug Abuse, 2011).
What the government did by enacting the no-smoking law at organizations of profit and non-profit status. They made it easier for those that are trying to reinforce the rules and people do not want to comply. Furthermore, if the company is caught with an employee doing substance abuse, then huge fines are incurred. This is why it is crucial that businesses make sure that people do comply or risk not having a job in the future. One has to believe that this will make all the difference in the workplace by having this law in place, but it is up to the firm and the people to obey or risk losing revenue as well (American Council for Drug Education's Facts for Employers, 1999).
As one can tell, an individual has experienced much grief in my workplace. The environment at times has become hostile because of my co-workers not wanting to comply to policy and procedure when it comes to substance abuse policies and procedures that are in place for many reasons, such as to protect the employee and the employer. The most common are that of smoking, marijuana, alcohol, chewing tobacco. Many of one's co-workers have offered this to me, but one will refuse because of harming his or her's body instead of helping it (United States Department of Labor, 2011). Regardless, people are allowed to make the necessary choices, despite the consequences involved. He or she will choose to set the example, and one continue to take part in studying in depth the issue of substance abuse and continue to find ways of making it better in the workplace.
American Council for Drug Education's Facts for Employers . (1999). Why worry about drugs and alcohol in the workplace? Retrieved May 28, 2011, from American Council for Drug Education's Facts for Employers: http://www.acde.org/employer/DAwork.htm.
National Institute on Drug Abuse. (2011). NIDA infofacts: Workplace facts. Retrieved May 28, 2011, from National Institute on Drug Abuse: http://www.drugabuse.gov/infofacts/workplace.html.
Office of National Drug Control Policy. (2011). Drug free workplace. Retrieved May 28, 2011, from Office of National Drug Control Policy: http://www.whitehousedrugpolicy.gov/prevent/workplace/.
United States Department of Labor. (2011). Workplace substance abuse. Retrieved May 28, 2011, from Uniteed States Department of Labor: http://www.osha.gov/SLTC/substanceabuse/index.html.
University of Phoenix. (2011). Substance abuse in the workplace. Retrieved…[continue]
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