nd immediate supervisors are most likely to be the first to be aware of the problem. Absenteeism is a key indicator that there may be a problem; absenteeism without explanation, or failure to report on days when the worker is absent, is also an indication that there may be substance abuse taking place (Trice, 1966, p. 73). Co-workers and supervisors may initially try to cover up the problem along with the employee, although society is now emphasizing that this does the individual a disservice. In the early stages of abuse, employees may cover up their behavior with extraordinarily productive periods, leading some supervisors to question whether the abuse is actually taking place.
In fact, defining drug abuse is one of the problems that employers face when deciding policies to deal with the problem. For some employers, drug abuse refers to the use of illegal drugs, but does not include the abuse or misuse of prescription drugs or alcohol. Other employers have determined that any use of any substance which results in hampered job skills can be classified as abuse and should be considered as such by the employer (Fay, 1990, p. 29).
Each company must set out its own standards for drug abuse, and doing so can be difficult. It is up to the company to seek out studies of occupational drug abuse for its region and in its industry, including using professional organizations as resources. Often times, other companies in the same industry have used professional organizations to help conduct research into the drug abuse problem, and this information may help the employer determine appropriate courses of action. Similarly, companies within the same industry, including competitors, can offer information that may be helpful.
Government agencies offer another line of resource available to employers. Unemployment offices, worker's compensation programs and labor grievance boards can provide statistics and information on the prevalence,...