Substance Abuse in the Workplace

Imperial Oil policy on substance abuse

 Imperial Oil is a Canadian firm that deals with petroleum products and it is the second largest integrated oil firm in the country. It is an integrated energy firm that whose operations include exploring for, producing and refining oil products that are important to the society and markets them. The firm explores for gas and oil, makes and sells high quality products, engages in innovative research and hence, caters for the energy needs in the society (Imperial Oil, n.d). In its upstream business, the firm contributes towards reliable and affordable gas and oil supplies for the local market. This company is committed to the safety and health of its employees, the general public and the environment in which it operates.  In this sense, the company makes any reasonable endeavor to reduce risks related to its operations by ensuring that it provides a workplace that is healthy, productive and safe(Imperial Oil, 2015).  

Substance abuse normally has major effects on making an organization’s environment unsuitable workplace for employees and reducing their morale and hence, productivity. Alcohol and drug abuse can lead to increased instance of accidents, injuries and fatalities resulting from various side effects including poor judgment, lack of concentration and other related side effects.  Imperial Oil company management recognizes and understands that using illicit drugs, inappropriate consumption of alcohol and other substances like medications can adversely affect the well being and safety of all employees, the general public and even the environment (Imperial Oil, 2015). Hence, the firm has embarked in developing a policy on drug and alcohol abuse at the workplace. An effective policy on substance abuse should focus on the prevention measures, treatment and rehabilitation of addicts of substance abuse at their workplace (Burke, 2016). The policy on substance abuse adopted by Imperial Oil company can analysed on the basis of various criteria which defines and effective policy on the same. The various aspects that should be addressed by the policy include; the organization has commitment on the protection and safety of its employees, their wellbeing (Burke, 2016). This should extend to the well being and safety of any other person who may come into contact with the workplace, any property and the use of the products and services being provided in the market. The policy of the company clearly highlights this aspect and the policy is based on the premise that the firm is fully aware of the substance abuse problem and that it may exist in its workforce. The policy therefore, highlights the reason for its adoption including the impacts the drug and alcohol abuse issue it can have on the health and safety of the workplace.  The policy also highlights the fact that there is a distinction between casual alcohol consumption and drug use and the consumption resulting from addiction to the substance or in case of medical issues, over dependence on medications as drugs (Imperial Oil, 2015). Prevention is clearly outlined since the policy highlights what kinds of ethics are expected from the employees.  All employees are expected to remain free of drugs that can affect their judgment since this may results to dangerous outcomes especially injuries and other fatalities not only for employees but other people who may come into contact with products being provided to the market (Imperial Oil, 2015).  This shows the commitment of the firm to the well being of all persons at the workplace and general public that forms the market of its products.

Another criterion that an effective policy should consider is the fact that abuse of drugs and alcohol poses a significant and direct threat to the achievement of the company’s goal. This is by ensuring that the workplace is substance free and hence encourage an environment for high productivity of employees (Burke, 2016). The goal of the firm is to carry out business operations in manner that is socially, economically and environmentally responsible and at the same time drive a long-term value that is superior (Imperial Oil, n.d). The achievement of this goal can be derailed by the issue of drug and alcohol abuse since it makes the workplace unsuitable and unfavorable for working. In this regard, one major goal of the policy adopted by Imperial Oil is to create an environment that is safe for work while reducing risks of mistakes and incidents that can be brought about by drug and alcohol consumption (Imperial Oil, 2015).  Substance abuse can reduce the keenness and productivity of employees and this can lead to production of products that are of low quality, not economically, socially and environmentally appropriate. This will be against the goal and values listed by the company. A failure to enhance a drug and alcohol free working environment will reduce the employees’ morale and productivity and even expose them to risks and incidents which are detrimental to the achievement of the goal set. 

 In addition, an effective policy should strictly prohibit the possession, illicit use and distribution of any drugs or substance that are intoxicating or lead to addiction among the employee. This includes placing control measures that will ensure that the objective is achieved.  The policy provides for confidential assessment through an EAP (Employee Assistance Program) and even the health centers whose operations are under occupational health department (Imperial Oil, 2015). This shows good effort employed by the firm in ensuring that the work place is a substance abuse free zone. In addition, enough attention has been placed on the possession and distribution of drugs and other substance at the workplace. The policy includes include a workplace code of conduct that out rightly prohibits possession, distribution and dispensation of any controlled substance at any given time and during the working hours. The employees should expected to report at their workplace without the possession of illegal drugs and also refrain from selling them to others while in the premises of the company or during the discharge of their duties (Imperial Oil, 2015). This is an important starting point in prevention of drug proliferation in the work place and in providing conducive working environment. The employees should also be expected to abide by this code and even notify their senior of any drug related incidents.  An individualized assessment is done among all the employees to find out whether there are cases of substance dependence. In fact, this testing is mandatory for all employees, for drugs and alcohol, and this may be carried out periodically or randomly to ensure that the policy and code of conduct are adhered to (Imperial Oil, 2015). With such a policy and implementation strategy, it becomes possible for the company to ensure there is no drug possession and even selling or distribution within its premises and this enhances the workplace environment and employees productivity.

Moreover, a substance abuse policy adopted by an organization should embrace the need for rehabilitating employees who have become addicted to or handicapped by alcohol and drug (Ashton, 2012).  Drug and alcohol addiction is present in all levels of the society and it is not uncommon to fund several workers who are battling this problem.  An organization should offer a program for assisting employees through human resource division or other third-party agents. However, the pitfalls of handling workplace addiction as a protected disability are quite many and organization should exercise extra caution.  It would be impossible for employers to wash their hands of the workers battling this problem but have to accommodate their disability (Ashton, 2012).

 The policy of Imperial Oil includes a provision for Employee Assistance Program. Through this program, any employee who think that they have substance dependence or abuse problem are able to seek advice and then follow the right treatment immediately before their job performance and productivity is affected or the policy is violated. To encourage employee participation, those individuals struggling with the issue cannot face discipline measures if they request help of the program to overcome or because they have taken part in the rehabilitation effort. In addition, the policy provides for all individuals who have undergone primary treatment successfully to take part in an aftercare program that is structured to maintain their recovery (Imperial Oil, 2015).  Such a provision in the policy places the firm in a better place to be socially responsible by ensuring that all employees struggling from substance abuse issues are taken care of until they recover fully. However, the provisions in the policy must be under a limitation to enhance employees’ accountability and responsibility over their well being.  Employees who fail to disclose their addiction problems should not be exempted from the disciplinary measures, and this will ensure that all employees become responsible for their own safety, health and general well being. This is for the sake of the well-being of the organization and that of its employees.

 The an effective policy should provides for way through which employees who are undergoing treatment or have completed their treatment should be re-integrated into the workforce(Ashton, 2012). The Imperial Oil policy provides for a way in which the recovering employees can be placed in various work stations and allocation of duties to them. The individual is assessed by a health professional and with the employee’s permission, and medical limitations on work are then communicated to the management.   The management then places the employee’s safety-sensitive positions and following various determined conclusion.  After rehabilitation, employees are placed in positions that require rotation or hold temporary ones until they fully recover.  In those positions, the employees are responsible for managing their impairments by using legitimate medications and consulting personal physicians (Imperial Oil, 2015). This policy ensures that employees who have fully recovered are integrated into the workplace and carry on their lives normally.

Conclusion

Substance abuse at the workplace has major effects on productivity of organizations and the health and well being of the workforce which informs companies to come up with relevant policies. The Imperial Oil Company has adopted a substance abuse policy with main objectives being providing safe working environment through preventing risks related to alcohol and drug abuse and assisting handicapped persons through Employee Assistance Program. The policy passes the outline criteria making it effective.

Reference

Imperial Oil, (2015). Standards of Business Conduct. Retrieved from: https://hr.exxonmobil.com/Canada-English/HR/Files/Standards_of_Business_Conduct.pdf

Burke, R. J. (2016). The fulfilling workplace: the organization's role in achieving individual and organizational health. Routledge.

Imperial Oil, (n.d). Company overview. Retrieved from: http://www.imperialoil.ca/en-ca/company/about/company-overview/company-overview

Ashton,Q.A, (2012).Issues in Clinical Psychology, Psychiatry, and Counseling.

56-59