Substance Use Disorder: Employment Survey

SUD Employment Survey

Substance Use Disorder (SUD) is a major public health issue impacting our community. By definition, it is a clinical diagnosis that describes the brain disease caused by the recurrent use of substances such as alcohol, illicit drugs and tobacco. Employers are responsible for both current and prospective employees and likely deal with SUD on a regular basis. We would appreciate your input as we develop a campaign to help address SUD in the workplace. Please answer the questions below. Your responses will be kept confidential. Thank you for your time.

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* 1. To what extent is substance use disorder (SUD) impacting each of the following?

	None	A litte	Some	Quite a bit	A great deal
Your employees (personnel issues, performance, etc.)	Your employees (personnel issues, performance, etc.) None	Your employees (personnel issues, performance, etc.) A litte	Your employees (personnel issues, performance, etc.) Some	Your employees (personnel issues, performance, etc.) Quite a bit	Your employees (personnel issues, performance, etc.) A great deal
Your business overall	Your business overall None	Your business overall A litte	Your business overall Some	Your business overall Quite a bit	Your business overall A great deal

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* 2. How often do you address an employee issue related to substance use disorder?

Less than once a month

Once or twice a month

Once a week

More than once a week

Not applicable

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* 3. Does your business have an informal practice, formal policy, or neither related to the following?

	Informal Practice	Formal Policy	None
Employees who seek inpatient treatment for substance use disorder	Employees who seek inpatient treatment for substance use disorder Informal Practice	Employees who seek inpatient treatment for substance use disorder Formal Policy	Employees who seek inpatient treatment for substance use disorder None
Use of illegal substances while an employee is on duty	Use of illegal substances while an employee is on duty Informal Practice	Use of illegal substances while an employee is on duty Formal Policy	Use of illegal substances while an employee is on duty None
Employees who seek outpatient treatment for substance use disorder	Employees who seek outpatient treatment for substance use disorder Informal Practice	Employees who seek outpatient treatment for substance use disorder Formal Policy	Employees who seek outpatient treatment for substance use disorder None
Employees with substance use disorder who are not seeking treatment and not using substances at work (but may have other issues such as tardiness and absences)	Employees with substance use disorder who are not seeking treatment and not using substances at work (but may have other issues such as tardiness and absences) Informal Practice	Employees with substance use disorder who are not seeking treatment and not using substances at work (but may have other issues such as tardiness and absences) Formal Policy	Employees with substance use disorder who are not seeking treatment and not using substances at work (but may have other issues such as tardiness and absences) None

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* 4. Which of the following strategies do you currently use when approaching an employee who you suspect is suffering from substance use disorder? Select all that apply.

Formal, direct referral to a counseling, mental health service, or substance use disorder treatment facility

Informal referral to a counseling, mental health service, or substance use disorder treatment facility

Mandate that the employee must complete treatment as a condition of employment

Ask the employee’s direct supervisor to address the issue (where applicable)

Talk to the employee directly to refer to treatment

Talk to the employee’s coworkers to uncover concerns such as issues with the employee’s performance

Talk to the employee’s coworkers about ways to support the employee

Terminate employment regardless of whether the employee seeks treatment

Other (please specify)

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* 5. To what extent do you screen prospective employees for drug use?

None

Some (depending on job duties)

Some (depending on background, such as prior terminations or criminal record)

All prospective employees are screened.

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* 6. If you answered “some” or “all” to the questions above, what is your response when a prospective employee fails a drug test (assuming the individual meets all other criteria of employment)?

No job offer is given

Job offer is given with conditions (e.g., future drug testing)

Job offer is given with no conditions

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* 7. If funding was not an issue, what would be an ideal solution for dealing with current or perspective employees with SUD?

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* 8. What stigmas and/or assumptions around people with substance use disorder do you see or experience in your workplace?

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* 9. Which of the following resources would be most helpful for you to communicate to employees about substance use disorder and the workplace? Select all that apply.

Brochures, pamphlets, or other materials created by a treatment facility or healthcare provider

Brochures, pamphlets, or other materials created by a non-profit

Informational website

Social media

Videos (e.g., YouTube)

Peer-reviewed/Scientific articles

In person presentations from treatment providers or other experts

One-on-one conversations with treatment providers or other experts

Health fairs

Other (please specify)

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* 10. Are you aware of recovery-oriented workplace practices?

Yes

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* 11. Would you like information on recovery-oriented workplace practices?

Yes

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* 12. Please rate how strongly you agree or disagree with the following statements:

	Strongly Disagree	Disagree	Agree	Strongly Agree
Removing stigma in the workplace begins with how we think and talk about SUD.	Removing stigma in the workplace begins with how we think and talk about SUD. Strongly Disagree	Removing stigma in the workplace begins with how we think and talk about SUD. Disagree	Removing stigma in the workplace begins with how we think and talk about SUD. Agree	Removing stigma in the workplace begins with how we think and talk about SUD. Strongly Agree
Substance use disorder is a health issue, not a moral or ethical problem.	Substance use disorder is a health issue, not a moral or ethical problem. Strongly Disagree	Substance use disorder is a health issue, not a moral or ethical problem. Disagree	Substance use disorder is a health issue, not a moral or ethical problem. Agree	Substance use disorder is a health issue, not a moral or ethical problem. Strongly Agree
Business leaders must pave the way to reduce stigma around substance use disorder.	Business leaders must pave the way to reduce stigma around substance use disorder. Strongly Disagree	Business leaders must pave the way to reduce stigma around substance use disorder. Disagree	Business leaders must pave the way to reduce stigma around substance use disorder. Agree	Business leaders must pave the way to reduce stigma around substance use disorder. Strongly Agree

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* 13. Which of these describes your business?

For profit

Nonprofit

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* 14. Which of these describes your business?

Manufacturing

Higher Education

Retail

Hospitality (food, beverage, lodging)

Utility

Trade or Professional Association

Other (please specify)

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* 15. How many employees work for your company or organization at your location? If you are not sure, please provide your best estimate.

Fewer than 20

20 to 49

50 to 99

100 to 499

500 to 999

1,000 to 4,999

5,000 to 9,999

10,000 or more

Substance Use Disorder: Employment Survey

SUD Employment Survey

Question Title

* 1. To what extent is substance use disorder (SUD) impacting each of the following?

Question Title

* 2. How often do you address an employee issue related to substance use disorder?

Question Title

* 3. Does your business have an informal practice, formal policy, or neither related to the following?

Question Title

* 4. Which of the following strategies do you currently use when approaching an employee who you suspect is suffering from substance use disorder? Select all that apply.

Question Title

* 5. To what extent do you screen prospective employees for drug use?

Question Title

* 6. If you answered “some” or “all” to the questions above, what is your response when a prospective employee fails a drug test (assuming the individual meets all other criteria of employment)?

Question Title

* 7. If funding was not an issue, what would be an ideal solution for dealing with current or perspective employees with SUD?

Question Title

* 8. What stigmas and/or assumptions around people with substance use disorder do you see or experience in your workplace?

Question Title

* 9. Which of the following resources would be most helpful for you to communicate to employees about substance use disorder and the workplace? Select all that apply.

Question Title

* 10. Are you aware of recovery-oriented workplace practices?

Question Title

* 11. Would you like information on recovery-oriented workplace practices?

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* 12. Please rate how strongly you agree or disagree with the following statements:

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* 13. Which of these describes your business?

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* 14. Which of these describes your business?

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* 15. How many employees work for your company or organization at your location? If you are not sure, please provide your best estimate.

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* 16. What is your current job title?

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* 17. What is your business zip-code?