BUSINESS: The Ultimate Resource

April 2003 Upgrade #7

ACTIONLIST
Managing Addictive Behavior in the Workplace
Getting Started
Drug and alcohol abuse has been a workplace issue for decades, and employers are increasingly taking action to address its costs in terms of employees health and productivity.

In 1998, the most recent year for which such statistics are available online, the U.S. Government estimates that the cost of alcohol and drug abuse was $185 billion. Of that figure, $134.2 billion (70%) is the estimated cost due to loss of productivity, that is, from loss of business and wages due to substance abusers. Almost 40% of the cost is borne by government (20% by the U.S. Government, 18% by statesmainly through loss of tax revenue). About 45% of the cost is borne by the families of the alcohol and drug abuser themselves, and the cost is largely due to lost wages. Of the three major treatment types (all with similar outcomes) the one costing the least is motivational enhancement therapy, in which the employees own motivationtogether with outside resourcesbrings about the personal change. In response to the immense impact costs and the emergence of relevant federal laws in the past 10 years, there has been an explosion of Employee Assistance Programs in U.S. businesses.

FAQs
A member of my team is performing poorly. This is uncharacteristic and I suspect there may be an issue with excessive drinking. What should I do? Meet with this person to share your observations about his or her performance. Do not mention your suspicions at this stage; give the person an opportunity to allay your fears without becoming defensive. You might explore possible work-related causes to see whether you can elicit an explanation that puts your mind at rest. Failing this you may want to discuss the organizations alcohol policy (see next question) and, if it has one, its employee assistance program, and offer further assistance. What is the most effective way of dealing with alcohol abuse at work? If none exists, you might consider drawing up a substance abuse policy and procedures to provide clear guidelines for dealing with alcohol and/or drug abuse at work. Having such a policy can help assure those with alcohol problems that they will

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April 2003 Upgrade #7

be treated considerately and encouraged to seek help. The policy should be drawn up with the input of senior and middle managers and employees or their representatives. I can recognize alcohol abuse, but Im less familiar with the signs of drug abuse. What are the signs that suggest someone is taking illegal drugs? The symptoms are not unlike those related to excessive consumption of alcohol. They include:

mood swings or uncharacteristic behaviors a tendency to become confused and irritable the development of problematical relationships a drop in work performance poor timekeeping and increased absenteeism

If you observe these signals you may wish to schedule a performance review, during which you should concentrate on the behaviors you have observed and the likely reasons for these changes.

Making It Happen
Realizing the Implications An adjunct of the World Health Organization states that all people have the right to a family, community and working life protected from accidents, violence and other negative consequences of alcohol consumption. Alcohol and drug abuse not only affect the individual concerned, but also endanger the circle of people surrounding the abuser, and have the potential to destroy the persons career and relationships. There is no question that alcohol impairs the brains proper function. It reduces the ability to make sound judgments or decisions and increases the likelihood of mistakes through the loss of spatial awareness and control of the body. As heavy drinkers or drug users become more unreliable, their absenteeism increases, while their productivity diminishes. Clarifying the Legal Position Many organizations now operate a workplace alcohol and drug policy that encourages sobriety and freedom from drugs. In spite of such initiatives the International Labor Organization estimates that 35% of the global workforce is alcohol dependent, and that up to 25% of workers drink heavily enough to be at risk of dependence. There are fairly uniform state laws and some federal regulations prohibiting use of intoxicating substances of any sort while operating motorized vehicles. Likewise, there are federal and state laws about the possession and sale of illicit drugs, but there arent such laws that cover intoxication in the workplace. Nevertheless, both federal and state laws also require safe workplaces, thus encouraging organizations to implement policies to address the problem of alcohol and drug dependent employees. Most employers see alcoholism and drug abuse as illness and, again, most opt to help the employee seek treatment rather than fire them outright. Spotting the Problem Those who have alcohol or drug problems are likely to be identified through a drop in performance, increased absenteeism, or behaviors that require disciplinary
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BUSINESS: The Ultimate Resource

April 2003 Upgrade #7

procedures. Their behavior may appear erratic or out of character, they may take extended lunch breaks, or they may disappear inexplicably at odd times throughout the day. What to Do As an Organization Much can be done from the organizational perspective to raise awareness of the issue of drug and alcohol abuse.

Post drug and alcohol information and embark on an education program to ensure that everyone is aware of the issues. Outline the potential health and safety dangers to users and their coworkers. You may wish to state that the organization sees drug and alcohol abuse in the same light as any other disease, and that it will be treated in the same way. Encourage early identification of employees at risk. Publish the rules about alcohol consumption and drug use at work, and make sure that the message is clearly displayed in places where employees enter the workplace and where people gather. Offer advice and assistance to those who feel they have a problem, and outline the help that is available. You may offer a combination of external and internal resources such as medical assistance, counseling services, or your employee assistance program. Ensure confidentiality for anyone who seeks advice or assistance. Publish guidelines for disciplinary procedures and make it clear what provision will be made for medical leave for treatment. Outline the basis on which an individual may return to the same job after treatment, and what the level of tolerance is for repeated offenses. Regularly review the organizations stance on drug and alcohol abuse. Check the laws and regulations in your state regarding any requirements for treatment of those with abuse problems as well as the relevant regulations about employment termination. If, for example, an employee has lost productivity on the job due to an injury or chronic illness, and the drug prescribed for alleviating pain is the cause of the poor performance, it may be a different set of laws (in this case, the Americans with Disabilities Act) that would define your options, rather than dealing merely with a case of alcohol or illicit drug dependency.

Some organizations perform drugs tests prior to a final recruitment decision; others periodically test employees. This is especially important if the working context is highly confidential, involves complex processes, or must be performed in an environment where physical safety is an issue. What to Do As a Friend or Coworker

If you witness a friend or coworker drinking excessively or under the influence of drugs, intervene. This may involve a simple action such as calling a taxi to take the person home. Although this might feel intrusive, you might prevent the persons immediate exposure to personal injury or a serious accident.

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Once your friend is restored to full control, you might want to have a talk with him or her and give the person feedback on their behavior. Offer support, but avoid the role of counselor . Helping someone manage an addiction requires professional expertise. The journey to recovery can be rocky, and by taking on too much responsibility you could be jeopardizing a good friendship. You may wish to express your concerns to the individuals manager or to the human resources department. Try not to think of it as a betrayal, but as a signal of concern for your friends welfare.

Common Mistakes
Leaving It Too Long Before Taking Action Tackling drug or alcohol abuse is difficult, and many people leave it too long before taking action. Avoiding the problem only endangers the individual and his or her colleagues, so its important not to let things drift. Besides, inaction sends a powerful message to others, who may feel safe in drinking or taking drugs at work because they believe that the organization doesnt take substance abuse seriously. If you are dealing with an individual as their manager or supervisor, schedule an interim performance review and explore the reasons behind the behaviors youve observed. Once these are out in the open, the next logical step is to provide the right kind of help. Not Calling In Professional Help Being a supportive friend to drug or alcohol abusers may not serve them in the long run and is no substitute for professional help. Dealing with addiction is a delicate business and should be facilitated by a trained counselor. There may be someone in human resources who has experience of this form of counseling, but it may be preferable to enlist the help of a local specialist in substance abuse. Failing to Provide a Clear Policy Organizations often dont consider drawing up an alcohol or drug policy until they actually have to deal with someone for whom drugs or alcohol have become a problem. Since these forms of addiction are becoming increasingly commonplace, its wise to be prepared with a clear policy. Circulating information about alcohol and drug abuse signals the organizations intention to treat drug and alcohol abuse seriouslyand may help keep some employees from straying too far in the first place.

For More Information

Books: Bennett, Joel B., and Wayne E. K. Lehman. Preventing Workplace Substance Abuse: Beyond Drug Testing to Wellness. Washington, D.C.: American Psychological Association, 2002. Fearing, James. Workplace Intervention: The Bottom Line on Helping Addicted Employees Become Productive Again. Center City, MN: Hazelden Information Education, 2000. Potter, Beverly A., and J. Sebastian Orfali. Drug Testing at Work: A Guide for Employers. Berkeley, CA: Ronin Publishing, 1998.

Bloomsbury Publishing Plc 2003

BUSINESS: The Ultimate Resource

April 2003 Upgrade #7

Stimmel, Barry. The Facts About Drug Use: Coping with Drugs and Alcohol in Your Family, at Work, in Your Community. Binghamton, NY: Haworth Press, 1993. Web Sites: National Institute on Alcohol Abuse and Alcoholism: www.nihaa.nih.gov/publication/aa51.htm U.S. Department of Health and Human Services, National Clearinghouse for Alcohol and Drug Abuse Information: www.health.org U.S. Department of Labor: www.dol.gov/asp/programs/drugs/workingpartners/Screen1.htm

Bloomsbury Publishing Plc 2003