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Employers should educate supervisors on the risks of prescription painkillers and communicate to workers the impact on safety and the danger of working while impaired. Here are two strategies for easing the pain of prescription painkiller use in the workplace.
Reduce the Risk of Abuse
Employers can help prevent prescription painkiller abuse by:
- Working with your workers’ compensation provider to develop a system for managing and treating injuries that focuses on limited, responsible use of prescription painkillers. Physical therapy, anti-inflammatory medications, and exercises are a few of the many methods that can help treat injuries and manage pain without the need for opioid painkillers.
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- Making sure your drug-free workplace policy addresses prescription painkillers in addition to alcohol and illegal substances such as heroin and cocaine.
Prevent Unintentional Overdoses
Share these tips from the National Safety Council with employees to help prevent unintentional overdoses:
- Only use medications as directed by your physician.
- Always follow the recommended dosage prescribed by your physician.
- Keep medications in their original container.
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- Don’t share prescribed medications.
- Properly dispose of any unused or expired medications.
- Talk with your physician or pharmacist for information about possible drug interactions with other medications you may be taking.
You can find more information on putting an effective drug-free workplace program in place at Safety.BLR.com®.
I think you can readily cross a line with prescription medication. Not all HR departments are fully cognizant of the full responsibilities and limitations of the organization.
While it is true that a person who is on a regular schedule of opiate pain meds can have an impact on safety performance; the same can be said for many more medications (such as hypertension control).
The important thing to remember is that the organization has the right to ensure the medications are legally prescribed by a licensed health-care provider (qualified to prescribe the medication), and not under other restrictions, the employer does not have the right to dictate medical protocols (as per the suggestion to try alternative meds, etc.). Unless the employer IS a qualified health-care professional, it does not have the knowledge or responsibility to make these comments
As someone who is currently treating Impingement Syndrome in my left shoulder, I am on very strong NSAIDS (prescription only) – the warning label on them states they may cause drowsiness. I also have a prescription for an opiate-type pain medication (because in my doctor’s opinion, it is the most effective for this particular problem). However, I am not taking the pain med except as needed (usually when I get home).
To end – I think any organization should practice extreme caution and sensitivity when dealing with any employee legally using any prescription medication. If there is a safety concern, consult a qualified health-care professional for a legal opinion as to the potential impact of taking that medication while performing specific (identified) tasks. If there is a conflict, the employee can be temporarily re-assigned, take sick leave or placed on medical leave until the issue is resolved.