Candidate Alcohol &

Drug Use

  • Question: What should be the course of action regarding the applicant for the deputy sheriff position, considering his past drug use during his enlistment in the Marine Corps?

    Main Points: The applicant reported extensive drug use, including marijuana (approximately 500 times between 2009 and 2017), cocaine (about 10 times between 2016 and 2017), LSD (approximately 5 times in 2016), and Adderall (about five times in 2012 during high school). Despite this, he denied any disciplinary issues in the Marine Corps and received an honorable discharge. He also denied any drug use since 2017.

    Key considerations include:

    • No Evidence of PTSD or Coping Mechanism: There is no indication that his drug use was a coping mechanism for post-deployment, PTSD, or other issues.

    • Time Since Last Use: His last reported drug use was seven years ago, with no evidence of ongoing use or failed drug tests since then.

    • Sheriff’s Office Stance: The sheriff’s office may already be aware of his history and might not object unless new information is presented.

    Given these points, while the history of poor choices and disregard for the law is concerning, a potential course of action could be:

    • Leaning Toward WBS: Consider WBS (With Strong wording) about his history.

    • Random Drug Testing: Implement random drug testing during his probationary year to monitor any possible recurrence of drug use.

  • Question: I have concerns regarding an applicant's reported alcohol consumption. He drinks six to eight beverages up to three times a week, which I believe qualifies as binge drinking. Should I rate him as Not Suitable (NS), and how should I articulate these concerns in my report?

    Answer: Given the applicant's drinking habits, which include binge drinking, it is reasonable to rate him as Not Suitable (NS). Here are a few points to consider and include in your report:

    1. Binge Drinking: Drinking six to eight beverages up to three times a week is considered binge drinking and is problematic for his health.

    2. Emergency Response: This level of alcohol consumption renders him unable to be called in for emergencies and puts him at risk of driving-related offenses.

    3. Work Performance: It will be virtually impossible for him not to show up to work occasionally slightly hungover and/or with alcohol in his system, which can lead to issues like tardiness and absenteeism.

    4. Alcohol Problems in FFDs: Alcohol problems are a significant issue in fitness-for- duty evaluations. Eliminating candidates with such habits from the hiring process is crucial.

    Additionally, consider excluding minor details such as buying alcohol for a minor 14 years ago or driving after two shots four years ago, as they detract from the primary concern. Focus on the volume and frequency of his alcohol consumption to make a stronger point.

    If you decide to go with Weak But Suitable (WBS), consider adding the following verbiage:

    • "In light of his pattern of alcohol consumption, it is recommended he be thoroughly educated on the department's zero-tolerance policy to ensure he never reports to work with alcohol in his system."

    • "It would be prudent to educate him on the reality that he represents the *** PD at all times, both on and off duty. As such, any troublesome off-duty alcohol-related behaviors put the professional reputation of the **** PD at risk."

    • "Given his current rate of alcohol consumption, unless this matter were to be dramatically reduced, he would likely not be a good candidate in the future for an assignment that involved him being on call (e.g., CID, SWAT, etc.) as he could not be relied upon to report to work for emergencies during his off-duty hours."

  • Question:

    Given an officer's admission of drinking 18-24 beers in one day every eight days and his acknowledgment of increased irritability and use of force incidents (though all incidents were deemed proper), should these factors be considered problematic, especially in terms of potential off-duty behavior, emergency response capability, and decreased inhibition due to alcohol consumption?

    Answer:

    Yes, the officer's alcohol consumption is clearly problematic. Drinking 18-24 beers in one day is excessive and poses significant risks, including:

    1. Increased chances of off-duty behavior that reflects poorly on the department.

    2. Inability to respond to emergencies if called in while intoxicated or hungover.

    3. Increased likelihood of problematic behaviors due to decreased inhibition from alcohol consumption.

    While the officer claims his colleagues do not take issue with his drinking, it's uncertain if they are aware of its extent. Highlighting this in the report is crucial, emphasizing the risks associated with such heavy drinking and its potential impact on his job performance and professional conduct.

  • Question:

    What is the appropriate recommendation for a 22-year-old male applicant with a history of a DWI, extensive binge drinking as an adolescent, current employment as a bartender, and a vague description of his current alcohol use, given his reported drinking patterns and behavioral indicators?

    Answer:

    Based on the applicant's history and current behaviors, "NS" (Not Suitable) seems appropriate for the following reasons:

    1. History of DWI and Binge Drinking: The applicant's history of a DWI in 2019 and extensive binge drinking during adolescence are significant concerns. Despite having some time since the DWI, his past behavior indicates a pattern that could persist.

    2. Current Drinking Patterns: The applicant's current drinking patterns are troubling. While he initially claimed to drink moderately, his subsequent admission of consuming eight or more drinks 1-2 times per month reveals a pattern of excessive drinking. This inconsistency in reporting raises concerns about his honesty and self-awareness regarding his alcohol use.

    3. Employment as a Bartender: His choice to work as a bartender, which involves exposure to alcohol and potentially encourages a drinking culture, may not align with the lifealcohol-relatedstyle commitment required for law enforcement. It could also suggest a possible conflict of interest or lack of commitment to a lifestyle free from excessive alcohol use.

    4. Behavioral Indicators: The applicant's presentation with low energy, flat affect, and lack of motivation could be indicative of underlying issues related to his alcohol use or other mental health concerns. These traits, combined with his vague responses about alcohol use, raise red flags about his current stability and ability to adhere to the demands of law enforcement.

    5. Potential Risks: There is a concern that his current habits could lead to future alcohol- related offenses, which would not only endanger others but also damage the department's professional reputation. His apparent leniency with his own drinking may translate into similarly lenient attitudes toward others' alcohol use, impacting his effectiveness as an officer.

    Recommendation: Given his history, current drinking patterns, and behavioral indicators, it is prudent to recommend "NS" (Not Suitable). The applicant's profile suggests a high risk of future issues related to alcohol use, which could compromise both his safety and the safety of others.

  • Question:
    Does the employee's current and regular marijuana usage, particularly in a state where it is legal, warrant a "Potential Barriers to Suitability" rating, given the job requirement to pass a drug screen?

    Answer:
    The determination of "Potential Barriers to Suitability" depends on several factors:

    1. Legality and Location: Marijuana is legal in Illinois (IL), where the employee resides and works, but remains illegal in Wisconsin (WI). The legal status in the employee’s state of residence and work location should be considered in the evaluation.

    2. Purpose of Usage: If the employee's marijuana use is tied to a mental health concern (e.g., managing panic attacks or chronic pain) or indicates addiction, this could be a significant concern. However, if it is occasional, recreational use without evidence of dependency or mental health implications, it may instead be viewed as an integrity or judgment issue.

    3. Compliance with Employer Expectations: If the employee is aware that the employer prohibits marijuana use, even off-duty, but continues to use it, this reflects a disregard for workplace policies, which is a serious concern. Conversely, if there are no clear stipulations against off-duty usage, the decision becomes a matter of whether the employer views such use as acceptable, provided it does not affect job performance or lead to a failed drug test.

    4. Recommendation:

      • Lean towards rating the employee as having "Potential Barriers to Suitability", with an emphasis on "Potential," rather than making a definitive negative determination.

      • Clarify that this rating is not a termination decision but a flag for the employer to address the issue directly with the employee. The employer may interpret this as a non-issue, especially if drug tests are consistently passed, or as a significant violation of policy.

    5. Next Steps: The agency should be contacted for clarity on their policy regarding marijuana use and whether it varies by state. This guidance will ensure that evaluations align with employer expectations and legal standards.

    Summary:
    In the absence of explicit guidance from the employer, the employee’s marijuana usage warrants a "Potential Barriers to Suitability" rating. The issue should be highlighted for the employer to review and address based on their policies and expectations. Collaboration with other lead psychologists may provide additional insights into this matter.