Workplace IssuesSubstance Use in the Workplace
The impacts of substance abuse and problem gambling can affect the workplace in many ways. It affects not only the individual, but also the co-workers and the business directly. Early intervention reduces the impact on an individual's health and other major life areas. Early intervention will save the company money and provides a better chance of success for the troubled employee. Some of the specific impacts can be felt in these areas:
Although it is hard to measure the true economic costs of workplace substance use in Canada, it has been estimated that annual productivity losses are as high as $11.8 billion ($4.1 billion for alcohol and $823.1 million for illegal drugs)1. There are significant human and economic costs, both direct and indirect. 1 Alcohol, Drugs and Gambling in the Workplace, AADAC, 1998. Abuse of alcohol and other drugs affects people :Emotionally: Some emotional effects may be as follows:
Behaviorally: Behavioral effects can be evident in:
Physically: Physical effects can be mild or more severe and can include:
Whose job is it? The bottom line - the troubled employee is responsible for change; whereas the leader focuses on whether the employee is "fit" for work. The leader's role is to identify the impact on performance, identify and recommend sources of assistance for the employee. A leader can promote 'fitness for work' philosophy in the organization and ensure necessary discussions and training occurs. The main focus of the 'fitness for work' philosophy is on the employee's ability to do his or her job. Leaders should not be put in the position of making value judgments about what's "right" or "wrong" in an employee's personal life. The fitness for work approach provides a framework for dealing with situations in a proactive manner. Leaders don't have to play the role of counselor, medical professional or law enforcement. Their job is to focus strictly on whether the employee is 'fit' to perform his duties, not to figure out the cause of the behavior change. Diagnosing is left to the professionals. An unfit worker needs to be removed from the work site - it is not safe for the individual, co-workers or the company. A clear company policy should be communicated to all staff, outlining expected behaviors on the job. Effective policies find a balance between the needs of the organization and the desire to support and assist the troubled employee. They reflect both employee and union involvement and include clear and specific standards and responsibilities. The consequences for policy violation need to be clearly described and all policies communicated to staff and reviewed regularly. Developing an alcohol and drug policy is one important aspect of ensuring fitness for work. Many companies are reviewing and upgrading their existing policies as they are concerned about the liabilities associated with not taking appropriate, responsible action to prevent problems, accidents, and death. Drug and alcohol testing can be one part of an overall fitness for work approach. Each organization will have to determine whether this is something they want to include in their company policy. Companies are now giving serious consideration to alcohol and drug testing as one component of the company policy. Some considerations before deciding whether to test or not are as follows:
The overall goals of intervention are to maintain a productive, safe workforce and to return employees to full productivity. Step 1: Observation and Gathering Facts - be aware of any changes in your employees Step 2: Produce Accurate Documentation - who, what, where, when, how Step 3: Offer of Assistance Meeting - corrective discussion takes place and offers of assistance are made Step 4: Follow-up - to ensure progress is being made, to offer encouragement and further direction and assistance. Remember, as a leader, you should not need to worry about diagnosing an employee's condition. Your job is to track performance, identify problems, and offer an appropriate level of support. Canadian surveys that have been conducted, indicate that alcohol and other drugs are being used by individuals in all industry sectors.2 Substance use is at levels that lead to unacceptable impacts on health and safety and they can include prescribed drugs, legal drugs, and illegal drugs. Substances of concern in the workplace often include stimulants, depressants, hallucinogens, cannabis, narcotics and inhalants. Studies have indicated that certain groups have higher than average rates of use for substance use/gambling. Generally, these industries include construction, utilities, forestry/mining, wholesale/retail trade, public administration and finance/insurance/real estate industries. Some of these industries have a higher concentration of young, single, males (the demographic group profiled as at-risk for substance use). Other environmental factors associated with higher substance abuse include: travel, working long hours, shift work, working at remote sites, or work that involves entertaining clients. 3 The widespread acknowledgement of the prominent place alcohol, in particular, holds in some business and social circles is troublesome for employees who struggle to control their intake and for those returning to work after rehabilitation. 2 Barb Butler and Associates (www.butlerconsultants.com) When an employee has sought help for his/her addiction, perhaps through a residential rehabilitation program, and is now ready to return to work, what are some things to keep in mind? The addiction treatment may have consisted of a series of sessions with a counselor, or it may have included attending a program on an out-patient or in-patient basis. Recovery is an ongoing process that continues long after the program is complete. Studies have shown that the following supportive measures can be
4 AADAC Workplace Information series Newsletter (1998) |
This website provides general information only and is not intended as a substitute for professional advice. Every effort is made to ensure that the information is accurate at the time of posting. The Addictions Foundation of Manitoba is not responsible for and may not be in agreement with information provided by other websites that are linked to this site.