Professional Documents
Culture Documents
Stephanie Jones
I. Student Information
Stephanie Jones
Sjones94@atu.edu
Student T#01195806
Self Employed
Housekeeper
LIST OF ABBREVIATIONS
TABLE OF CONTENTS
Background......................................................................................................................................4
Purpose of Project............................................................................................................................4
Problem Identified...........................................................................................................................5
Reference...18
Appendix A...20
DRUG USE & WORKPLACE PERFORMANCE 4
Background
The Arlington Resort Hotel & Spa was founded in 1875 and is a historical piece of art. It
is located in the center of Hot Springs, Ar. The hotel accommodates 500 rooms including a grand
crystal ballroom. It is most notoriously known for Al Capone staying there and also former
President Bill Clinton. The current hotel has been there since 1924 after rebuilding from a fire.
The hotel employs many departments and it requires a tremendous amount of workers to
operate the biggest hotel in Arkansas. The challenges of running a hotel can be insurmountable
and the added fact of it being historical creates even bigger challenges. The Arlington in its prime
has been sold out weekly, filled with a charming walk into the past. Unfortunately today the hotel
is no longer in its prime. Sold out weekends are limited to holidays and local events such as the
live horse races. The lack of revenue increased the stress upon the top of management and
trickled down to the workers. A hotel that used to employ only Arlington employees had to start
using temporary staff to offset the cost of the slow seasons. The limited amount of full time staff,
added stress, and the outside staffing has led to an increase in substance and drug abuse while on
the job.
Substance use is defined as any time someone uses drugs or alcohol. Substance use can
lead to dependency and this can impair individuals mentally and physically while on and off the
work site. According to National Institute on Drug Abuse 23.5 million people needed treatment
in 2009 and only 2% of those received treatment. While there are drug policies in place to
provide a safe and drug free work environment, one could only surmise that most of the ones
The hotel handbook requires that all employees follow the Drug- Free Workplace Policy
and those who do not abide to this policy will be subjected to discipline including possible
termination. Employees sign and agree to testing, searches, and inspections. The policy is pretty
lengthy and detailed, spanning over nine pages. Even with the extensive coverage of expectation
concerning drugs and alcohol the rate of use while at work is still high.
Approximately 71% of people that have drug and alcohol problems are employed,
(Rhodes, D. 1998.). Having an effective drug policy in order is of immense priority. In Rhodes
article, Drug Abuse in the Workplace he cites several examples of how companies saved when
implementing Employee Prevention Programs. One company had a 29% decline in absenteeism
while another had an 82% reduction in workplace accidents. If the hotel had an effective
program the advantages to the business could increase the revenue, work morale, and potentially
better wages. The cost of implementing a zero drug policy is outweighed by the benefits that the
Purpose of Project
The purpose of this project is to examine how recreational drug abuse affects job
performance at the Arlington Hotel. This business employs around 120 employees and all within
different departments but without cohesive communication and work the business overall would
fail to operate effectively and efficiently while meeting consumer demands. The Arlington
employs both full and part time staff while supplementing with outside temporary staffing. The
prevalence of drug use has increased with staff while on the job, even resulting in terminations.
According to the National Drug-Free Workplace Alliance, the loss that businesses and
employees suffer from drug and alcohol abuse range from lost productivity, increased health
problems, increased level of workplace accidents, employee absenteeism, and theft. These are
just several of the problems that drug use can create within the workplace environment. The
NCADD reports that there is a 2.7% increase in work related problems with employees who have
alcohol problems and 24% of workers admitted to having drank on the job once within the last
year. In a study in 1992 the National Institute on Health drug and alcohol abuse cost the
economy 246 billion dollars. The psychical and mental impairment caused by substance and drug
abuse cost businesses almost 81 billion in productivity (U.S Department of Health and Human
Services). Alcoholism alone, cost 500 million works days each year (Rhodes, D.1998). The
statistics show a high correlation of negative effects from drugs and alcohol and the workplace
performance.
This impact can be seen within this specific business in higher turnover rates which
increase employee training time. A major department within the hotel is housekeeping and you
can see the biggest impact of drug use and performance. Having higher turnover, leads to higher
rates of employees in training, resulting in longer job completion time and lower customer
satisfaction. The compilation of actions leads to a loss in overall revenue for The Arlington. The
hotel has an advantage in the community because it offers full accommodations. It has a
restaurant, ballroom, and spa while having the appeal of its historical value. These factors could
give them an advantage from surrounding hotels but not if job performance suffers due to
Problem Identified
The problem is substance and drug abuse within the workplace and how it directly
impacts work performance of Arlington employees. How can the current drug policy that is in
place be improved upon so that implementation and enforcement are more attainable? Also what
programs could be offered to decrease and alleviate any dependency that already exists?
This issue is considered a problem within this business because work performance
declines, for not only the person using alcohol or drugs but also the coworkers that are within
this environment. It is specific to this organization because it hinders the potential of the hotel
and what it could offer to guest. The workers are the face of the hotel coming into contact with
guest 24 hours throughout the day. The consequences of not implementing a drug policy that
works is a loss of potential revenue. According to the Department of Health, 81.6% loss of
productivity is due to alcohol and drug use. Whether the business makes up for the cost with
lower pay scales, decreased hours, or with quality of service, it does directly impact the
Arlington. The problem with not addressing this situation is a continued decline in ratings from
web sites, word of mouth about guest experience, and the overall loss of reputation for the face
of the hotel.
The primary methods in which will be used to collect data will be through Surveys and
Interviews. The survey will consist of questions that employees of the hotel will answer
regarding drugs/alcohol and work performance. Former employees will also be sampled
Surveys will primarily be sent via online questions. Given the sensitivity of the topic at
hand, the discretion of the person being surveyed will be emphasized. Also, interviews with two
employees with current drug or alcohol related issues have agreed to do a face to face interview.
An additionally interview over the phone with a current employee without alcohol or drug issues
will be interviewed to find out the impacts that it makes on his/her job performance.
The survey, in Appendix A is to include such questions pertaining to the use of substances
while at work, the implications they have personally had or have witnessed due to being under
the influence. Also insight into if rehabilitation treatments have been offered in the past and if
they participated or if they would be willing to attend any counseling for their addictions.
The face to face interview will have two perspectives to pull from: the face of the user
and also the face of the coworker who deals with ramifications, if any of working alongside the
user. Information on history of drug use while on and off the job. Any potential consequences of
use while at the workplace. If intervention was offered without negative drawbacks to
Given the nature of the problem, 64% of drug users admitted it affected their work
performance negatively and 18% admitting to stealing from coworkers to support their habits,
(Twig. 1995.), the whole unit suffers: drug user and sober coworker. That is the importance in
conducting a face to face interview with both a user and a sober employee.
The original question was how drug use affects workplace performance at the Arlington
Hotel and Spa. The problem with employees using drugs at the workplace is a domino effect of
lowering work morale, job performance decreasing, enabling poor work environment, and a
DRUG USE & WORKPLACE PERFORMANCE 9
meltdown of the infrastructure thus costing the hotel money. Through analysing surveys of
current employees and interviews, research sought to find out the affect that substance and drug
usage while at work. The impact that the environment placed on the employees for drug users
and non-drug users alike. The answers to the survey in Appendix A included various employees
within different departments: housekeeping, security, bar, and beauty salon staff.
There were 45 surveys originally sent out within the hotel employees that questioned
them about their experience while being employed at the hotel and any impacts that they have
encountered. The return rate was 30 participants, 67% of the originally intended group. Also
included is the findings of the interviews with two employees, one that uses drugs and the other
The limitations of the surveys is that of honest disclosure of drugs and affect that it has on
job performance. The other limitation would be that not enough non drug users participated so
that the research could get an accurate representation of the effects on those that do not use drugs
while at work. The small sample size could in no way accurately represent the true actual
numbers.
The data collected from 30 participants showed that 50% admitted to having been under
the influence of drugs while at work and 30% under the influence of alcohol with 20% using
20%
50%
30%
Illegal drugs
Alcohol
Users who do not use while in the workplace
Analysis
A total of 45 surveys were sent out through various methods: email, social media, and
paper method. The return total was 30 surveys being completed and two phone interviews. All 30
participants in the data collected were used to conclude the percentage of the perceived problems
and effects of drugs and work performance while also inquiring into current policies and
implementations of new policies. Phone to phone interviews revealed directly related struggles
from both perspectives within the workplace adding insight into both angles.
Findings
Throughout the research the following was found: over 50% of those surveyed were
using illegal drugs while at the workplace which impaired the ability to efficiently complete their
duties at full capacity. Also, 30% admitted to being under the influence of alcohol while they
were at work. Questions pertaining to the abuse of personally prescribed drugs were asked and
found that 10% admitted to taking more medication while at work than what was prescribed by
DRUG USE & WORKPLACE PERFORMANCE 11
their doctor. When inquiring into if they felt that being under the influence hindered their work
performance 67% agreed that yes, it does impact them negatively. There seems to be a direct
correlation between absenteeism, late arrivals and leaving early from their assigned work shift
Absent Days
0 5 10 15 20
Days Affected Days Scheduled
The rate of work place accidents were low with 17% of employees stating yes, they had
been involved in an accident while at work. Further inquiries into that 17% of employees that
had an accident 40% stated it was due to being under the influence. So the overall rate of
workplace accidents due to impairment was relatively low at 7% although within the context of
The survey then switched focus from those that participated in drug and/or alcohol use
and workplace performance to the effect of drugs or alcohol use while at work. When asked if
they felt that the drugs and alcohol use by themselves or other co-workers affected them
negatively, 67% said yes that it does impact them in a negative way throughout their day. Upon
inquiring what negative effects that they suffer the range of answers were mixed with many
DRUG USE & WORKPLACE PERFORMANCE 12
factors. The biggest complaint was increased demand upon those that are not using to
compensate for the co-worker that is under the influence and not performing their job accurately
thus increasing their workload. In second place was the increased stress due to trying to hide the
fact that they are under the influence or co-worker trying to hide for their other co-worker from
upper management. Lastly work morale was lower because of the lack of pride in ones work
environment and a feeling of helplessness. Specifically for those that are not under the influence
at work it seems to create an added stress on a personal level and a more unsafe work
environment.
When asked if employees are aware of The Arlingtons current drug policy, all subjects
answered yes they are aware. The next question was how they felt about the current drug policy
in the hotel 67% said that it is a standard policy and they understood it although 33% felt the
policy was hypocritical because management itself consumes alcohol within business hours. The
policy is hourly exempt salary based management is always on the clock yet exempt from the
drug policy while after regular business hours. Subordinates witness managers who consume
alcohol yet still exercise the option of authority over their subordinates while technically on the
clock yet they are off the clock. This seems to create a level of confusion for standards of policy
When asked if the participants would like to see a better drug policy implemented at the
hotel less than half showed an interest in a change in policy although they would like to see a
change in management policy. A very small percent showed interest in implementing drug based
Workplace Satisfaction
23%
30%
Satisfied
Dissatisfied
No opinion
47%
DRUG USE & WORKPLACE PERFORMANCE 14
Two interviews were conducted from both perspectives of an employee who does use
drugs and an employee who does not. What was found was both had a dissatisfaction with their
work environments. The employee, who struggles with prescription pill addiction, stated that the
environment seemed to enable her addiction since the drugs were not only readily available to
purchase while at work and although there is a no drug policy, it seemed to not be enforced it the
pot is not stirred. This employee had taken a leave of absence to go to rehab earlier last year and
feared if she attempted again with Human Resources knowledge that she would lose her job. The
employee that did not struggle with any alcohol or drug use, stated that although it does not
affect her personal life, it does increase the stress while at work. That everyone knows that there
is an elephant in the room but that everyone tiptoes around it unless it is just blatantly thrown in
After assessing all needs, strengths and weaknesses within the company development of
an effective drug policy is needed. The Arlington Hotel already has a very detailed nine page
drug policy within their handbook but what lacks is the training on how to make it work
effectively so that everyone can benefit from a safer and sober work environment. Based on the
surveys and interviews, although limited in sample size, the knowledge of what is allowable is
already set into place but there is a breakdown from within management and supervisors. A
special training day for managers and supervisors that will cover areas of importance for
implementing the policy. Subjects that will be covered will be as follows: What is substance use?
DRUG USE & WORKPLACE PERFORMANCE 15
How to spot substance use while at work and what steps to take if you know an employee is
Upon completion of training managers and supervisors, each manager will set out a
schedule to meet with all shifts and go over the drug policy and the changes. The first shift which
begins at 8 will meet in the cafeteria with their leader. The meeting should last no longer than 30
minutes. Each employee will receive a copy to sign and date acknowledging the updated policy.
Employees will be informed of ways to handle co-workers under the influence and whom to
report to in such a case. The manager/supervisor will explain what programs are available to
assist them with any problems related to drug/alcohol use and abuse. The meeting will finish
with a question and answer section. The second shift will report to the cafeteria at 2pm with their
One weakness that is in the policy is that of salary paid managers coming to the hotel in
after work hours and consuming drinks from the bar. My recommendation is to eliminate
confusion and have a no employee at the bar policy, whether management or layperson. The
conflicting message of management is on salary and therefore always on the clock and is subject
to being at work after normal work hours in which they can reprimand an employee combined
with the option for that manager to be at the bar drinking, sets a conflicting message. In order to
strengthen the policy eliminating such options would be one resolution to make it fair.
Another weakness in the existing policy is the breakdown of communication that gives
employees avenues in which they can find help for recovery. Guidelines that would specifically
outline consequences of substance use while at work will be concrete and include programs that
promote healthy choices. Implementing an Employee Assistance Program to help with referrals
DRUG USE & WORKPLACE PERFORMANCE 16
for counselling, drug rehab facilities, and educating all employees on the risk of using drugs and
Although the above strategies will not completely eliminate the drug and alcohol problem
at the hotel, it can drastically reduce the amount that is actively occurring. Through direct
education with a plan of action on how to approach this behaviour while at work it will give an
outline for management to know how to approach the issues. No longer allowing management
that is on salary to drink at the bar will eliminate the skewed lines of what is acceptable. It will
create an atmosphere of being fair and zero tolerance from anyone. EAP programs will allow for
second chances for those employees who are struggling with addiction. It will open up a positive
Manager and supervisors will be the direct line of implementation. Everyone will be
affected from higher management to lower personnel. After training managers and supervisors,
each will go to their department and schedule a meeting for their subordinates. They will outline
the existing policy and also the new EAPs, what can be offered and the consequences of use
while at work. It will be a mixed of positive and negative at first until everyone realizes there is
no policy for use while at work and that it will not be allowed. The negative is that some
employees could lose their jobs but the positive is building a more cohesive workplace that can
The cost for implementing the policy with the few addictions such as the EAP is minimal
but it will require human resource personnel to have a few added responsibilities. The HR
Manager must research what programs are available in the area for substance abuse, what
programs insurance will cover, and local counselling centers. Add the few revisions to the
DRUG USE & WORKPLACE PERFORMANCE 17
handbook will pamphlets outlining local resources that can help for free or low cost. By April 1st
all information should be gathered and printed so that manager and supervisors can have a
meeting and discuss the step of action that will be taken next. The results will be seen instantly.
The negative impacts might be a loss of some workers but a decrease in absenteeism, the
increase in productivity will boost the work morale in a positive direction. The much needed
structure will be fair and across the board, allowing a more open line of communication and
access to resources for redirection. Blum and Roman (1995) studied the effectiveness and cost of
EAP programs and found that the cost is low and the benefits are high. With very little change to
the existing policy and a little effort to work together can instantly provide a low cost and high
benefit atmosphere.
Further Studies
The plan should be re-evaluated in three months to see if the rate for drug and/or alcohol
use rate is lower. Comparison of absenteeism rates, late arrival and early departure rates, and
workplace accidents should be studied to see if there is a decline. Also the suggestion to make
use of the survey at the six month mark to assess that changes are being made and complied with
References
BLUM, T.C., and ROMAN, P.M. Cost-Effectiveness and Preventive Implications of Employee
Assistance Programs. Rockville, MD: Substance Abuse and Mental Health Services
Harwood, H. J., Reuter, P., Kleiman, M. A. R., Kopp, P., & Cohen, M. A. (1999). Cost estimates
Rhodes, D. (1998). Drugs in the workplace. Occupational Health & Safety, 67(10), 136-138.
SAMHSA, Results from the 2006 National Survey on Drug Use and Health: National Findings,
Series H25, DHHS Pub. No. SMA 043964, Rockville, MD: Office of Applied
Shelley Donald Coolidge, Staff writer of The Christian,Science Monitor. (1996, Oct 30). In
workplace, efforts to nip drug abuse pay dividends. The Christian Science
Substance Abuse and Mental Health Statistics Sourcebook, 5/95, p.3. Substance Abuse and
The Economic Costs of Alcohol and Drug Abuse in the United States." 1992. National Institute
Rockville, MD.
Twing, G. K. (1995). Working high: When employees take hits, so do profits. Journal of
https://www.drugabuse.gov/publications/drugfacts/treatment-statistics
https://www.ncadd.org/about-addiction/addiction-update/drugs-and-alcohol-in-the-workplace
DRUG USE & WORKPLACE PERFORMANCE 20
Appendix A
3. Do you have a history of taking more than the amount prescribed of your
medication?
Do you take more than prescribed while at work?
5. Do you feel your work performance suffers if you are under the influence?
7. How many days do you feel you are absent due to drug use, legal or illegal?
8. How many days are you late for work or leave early in a month?
9. The days that you are late or leave early, how many are related to your drug
use?
10. Do you feel that your work environment is affected negatively due to drug use
in the workplace? If so, how?
11. How do you think that drug use in the workplace has affected you personally?
13. What do you think about the current drug policy in the hotel?
14. Would you like to have a better drug policy at your place of employment?
15. How would you feel about random drug testing being implemented?
16. Have you ever been convicted of a felony due to drug related crimes?
17. Would you be interested in engaging in programs to help you with your drug
use?