Exclusive Interview with Dr. Jasleen Chhatwal, CMO, Director of Mood Program, Sierra Tucson

The Covid-19 Pandemic Has Changed The Employee Drug Testing Landscape

 

“It is important that all managers are trained in the basics of mental health - so they can proactively work with their team to check in and improve well-being”, says Dr. Jasleen Chhatwal, Chief Medical Officer, Director of Mood Program, Sierra Tucson.

In an exclusive interview with HR.com, Jasleen talks about how her organization support employees dealing with drug or alcohol problems, the impact of Covid-19 on drug testing, and more.

Excerpts from the interview: 

Q: The Covid-19 pandemic has led to an increase in alcohol and drug use among employees, which can directly affect their productivity at work. How can organizations approach employees having substance abuse problems? What are some of the issues employers must be aware of?

Jasleen: The use of mind-altering substances at work is very problematic, leading to disciplinary actions or even termination. A pattern of increasing use of substances outside of the work setting is a harder issue to tackle. The reasons driving that use - stress, anxiety, depression, trauma - if unchecked, often can also impair work functioning. This is especially true, if the individual has a genetic or psychological vulnerability for a substance use disorder. 
 

It is important that all managers are trained in the basics of mental health - so they can proactively work with their team to check in and improve well-being. Psych-education and training can help them ascertain when an employee’s change in behavior or work performance may be related to mental health or a substance use issue.  

Q: Can you shed some light on the legal consequences of employee substance abuse in the workplace?

Jasleen: The use of substances in the workplace can have many negative consequences, from loss of trust to loss of employment. In some licensed professions, a report of workplace substance use may even result in the individual losing their license to practice their profession.  

Q: How can organizations support employees dealing with drug or alcohol problems?

Jasleen:

• Start with recognizing that substance use disorders are an illness, like any other. 
• Take a non-judgmental approach to better understand the breadth of the problem. 
• Emphasize the importance of recovery.  
• Plan a path to health that involves the involvement of the EAP or the individual’s healthcare practitioners. 

 
This STEP plan will allow greater engagement from the employee and demonstrate that the organization is invested in them.  

Q: What is the role of HR or EAPs in dealing with cases of employee substance abuse?

Jasleen: EAPs can be a great resource for early intervention, helping employees receive initial care. It may allow them to come to terms with the fact that there is a problem. More robust EAPs can also connect employees with other forms of treatment, as needed.  

Q: What is the current situation with regard to workplace drug testing? And what has been the impact of Covid-19 on drug testing?

Jasleen: The most common form of workplace drug testing remains a pre-employment screen. There are employers who may additionally ask for random drug screens, especially if they operate in a field where risk mitigation is essential. As with many things, Covid-19 complicated drug testing due to greater reluctance on the part of some employees or new hires to even go to an in-person testing center. With multiple states legalizing marijuana and taking into account the workforce shortage, employers have had to reassess the importance of testing and what it would take to pass the screening. 
 

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