To ensure that an organization’s human capital resources needs are met during the current opioid crisis, it is important to design a plan. In the process of recruiting welders, it is not acceptable to ask candidates to take a drug test before providing a job offer. Instead, it is better to present the benefits of working for the company, including financial incentives and workplace environment safety and culture. In addition, it is possible to suggest that HR managers should be educated to recognize the signs of drug use or addiction, even though they are similar to those of sleep disturbance. According to the Americans with Disabilities Act (ADA), an employee should not be falsely accused of using drugs. Therefore, recruiting HR managers should ask about the potential medical accommodations a candidate can make to meet the workplace drug policies.
To retain the blue-color workforce, namely, welders, the organization can be recommended to reconsider zero-tolerance policies. If an employee was noticed being impaired, it is better to offer an employee assistance program to provide help with overcoming drug addiction. This program can also include mandatory counseling services and necessary treatment instead of firing the employee. Substance use issues should be recognized as a disease, and managers should be trained to spot its signs and properly communicate with employees to clarify that the organization is ready to offer the special program. Medical leave can also be provided if an employee requests some help and time. In addition, drug testing panels should be extended to involve opioids since many current tests miss this point. By strengthening the workplace policies on hiring and retaining workers, the organization would better handle substance abuse problems and make the workplace environment safer.