Comprehensive Program Addressing Substance Abuse In The Work Place
Comprehensive Program Addressing Substance Abuse In The Work Place
Abstract
Substance abuse in the workplace is an issue that continues to exist and influencing the standards and code of conduct of human resource. Some of the existing organizations have recreation centers with facilities such as bars within the organization. This is an example of an environment that promotes substance abuse and addiction. Such working environments facilitate alcohol and drug abuse by employees and lead to numerous problems for businesses and industries. According to the national clearing house for alcohol and drug information, companies in the United States lose up to $100 billion due to alcohol and drug abuse. Losses in business and industry range from lost productivity and injuries which increase health insurance claims. Potenza MN. (2006).
One way through which a professional can attempt to change such a working environment is by lobbying for designing of appropriate policies. The designing of such policies should be done with the aim of prohibiting facilities such as bars within the working environment. In order to be able to lobby for such concerns, a professional should inform all human resource in the organization. There ought to be organizational forums that inform employees of reasons as to why such facilities ought to be withdrawn. The professional should ensure that management in the organization has included the policy into the code of conduct. This should stipulate discipline measures that guide what ought to happen when employees in the organization violate the provisions of the policy.
Introduction
Substance abuse in the work place has for long been a key concern for all organizations. The engagement of human resources in substance abuse often results to detrimental consequences for both the organization and the employee. From loss of working hours to a reduction in productivity, companies have a lot to lose when their employees engage in substance abuse. On the other hand, employees who engage in substance abuse cause a derail in the advancement of their career. This is because, in most instances, such employees bring their career at a halt as a result of the effects of substance abuse. It is due the negative impacts both to the organization and human resources that organizations should have measures addressing substance abuse in the work place.
Companies and institutions should posses a program that addresses issues to do with substance abuse in the workplace. This would be of aid to organizations in preventing substance abuse and dealing with it instances when it takes place. The program can do this by having measures and provisions that address substance abuse in the work place. The purpose of this paper is to develop a program addressing substance abuse in the workplace. The program should be applicable in any organization setting.
Steps in creating a program addressing substance abuse in the workplace
The first step in creating the program would be to involve management of the agency. The management is the one to apply the program and, for that reason, it is essential that they participate. By involving the management, it would be possible to know how they deal with substance abuse and hence make adjustments. The other step would be to contact the health insurance company of the agency. This would aid in getting information about coverage of substance abuse related issues for the agency’s employees and their family members. The third step would be to get information about employee assistance program services. An employee assistance program is a classified service the aids employees in dealing with a variety of personal problems that affect work performance.
The fourth step would be to contact the agency’s trade association. This is because most of the trade associations provide informational materials on drug free workplace programs. Examples of existing trade associations include American Subcontractors Association and National association of manufactures. The next step would be to involve the employees. This is essential as the program is meant for the workforce. By involving the employees, it would give them an opportunity to add their input on the new program. Involvement of employees would also serve to create awareness among the employees and support of a drug free workplace. Nacada (2009). The other step would be to contact other agencies and find out how they address the issue of substance abuse. The issue of substance misuse in the place of work is of immense concern to all institutions and, therefore, others would be more than willing to share information. The final step would be to involve the community and business groups. It would be vital to discover what they are doing to avert alcohol and other drug issues. Employees engage with other individuals in other environments outside the workplace. It would, therefore, be vital to find out how those who abuse substances in those environments can receive guidance.
In most instances, substance abuse in the work place has connections with other related abuse and addictions. It would be essential to enquire from the agency whether the program should only address substance abuse, or incorporate other related fields. By incorporating other related areas, it would be possible to comprehensively address all the areas that have a relation to substance abuse.
Content of the program
Agency policy
One of the key contents of the programs would be a policy for the agency. While it may not be possible to prevent substance abuse from entering the agency, it is possible to reduce the intense of abuse. This can take place by creating awareness through the development of a company policy. The agency policy on a drug free workplace would include an elaborate description of prohibited behaviors. The policy would also have reasons as to why its implementation is taking place and a clear explanation of the consequences of violating the policy. The policy would state that its violation would amount to disciplinary action and could also include termination. In while developing the policy, it would be essential to ensure it adheres to local, state and federal laws.
While creating the policy, there are a number of resources that could be of use. Such include the U.S. Department of Labor, which provides guidelines for employers seeking to establish policies and programs. The drug free workplace hotline, sponsored by the U.S. Department of Health would also be of aid in providing leads to the agency. The American council for drug education would also be of aid in providing low cost educational materials for substance abuse.
Training of management
This would be another vital content of the program. This is because, in most instances, managers are most likely to the ones who recognize employees engaging in substance abuse. Managers should, therefore, receive education on what they should look for and should have details of the drug free workplace policy. Managers should have the knowhow of handling employees with performance challenges related to alcohol and substance abuse. They ought to be familiar with the process of referring human resources to available assistance. In circumstances where an employee has an addiction to substance, it would be favorable for the management to adopt progressive discipline. This provides an opportunity to deal with individuals on a case by case basis. It is not advisable to have immediate dismissal of any employee who fails a drug test. In addition, employees who successfully complete treatment return to work and remain valuable and productive. By using progressive discipline, the agency would require an employee who is abusing alcohol or drugs to seek services of an employee assistance program. The employee can also seek assistance from external counseling institutes on a regular basis until the problem is over. The human resource manager would have to monitor the employee’s rehabilitation to ensure its success.
Education of employees
Education of the human resource with regard to substance abuse is extremely essential. Just saying no to substance abuse is not enough education for employees in the agency. It is imperative for human resources to be aware of the causes of use and abuse of drugs and alcohol. This would be beneficial to employees as they would be better equipped to refrain from the temptation. Furthermore, there should be provision of information on the agency’s drug free workplace policy to the employees. The management should ensure the participation of all employees, and the communication of the policy should be through a variety of means. Frances, (2005).
Enrollment in an employee assistance program
This provision would be essential for employees who have problems of substance abuse. This is because it includes programs that provide trained counselors who work with employees in substance abuse. The participation in these programs is confidential and; therefore, employees should not worry about embarrassment. Such a program would be beneficial to employees and their families and is a clear demonstration of the employer’s respect for the staff. In order to ensure the effective use of an EAP, the management should ensure early referral of the employee. The management should not wait until it is time to terminate services of the employee before taking any positive action. Management of the agency should facilitate referral of substance abusing employees to an EAP or other external counseling agency. This should take place the moment there is a comprehension of a continued decline in performance.
While undertaking these procedures, management should refrain from accusing an employee of being an alcoholic or a drug addict. This is because it would lead to the employee being defensive and refuting that there exists a problem. It would be much easier to inform the employee that there is concern about a decline in job performance. The management should then ask the worker to contact the EAP and speak with a counselor about the issue. Since the counselor has training, it would be possible to ask questions that would elicit any information regarding substance abuse. If the agency has no connections with any EAP, then there can be referral of employees to an outside agency of a general nature. In such a situation, the management should avoid telling an employee to access an agency that has devotion to alcohol or drug counseling. This is to avoid a scenario where the employee is on the defensive and claims its defamation.
Instituting drug testing
The program would also have a provision of considering workplace testing. There are reasons as to why employers would agree to drug testing. Such include stopping and detecting drug use and providing firm evidence for intervention. Instating drug testing would also enable the management of the agency to refer substance abusing employees to early treatment. There are, however, various considerations that management of the agency should note. Aspects such as who is to undergo testing require addressing. In order for there to be fairness drug testing should take place with the participation of all members of staff. There should also be addressing of the drugs that will be tested for in the employees. Options include testing all members of staff for illegal drugs and a broad range of substances. Rice, (1990).
Mechanisms for identifying employees with alcohol drug and other addiction problems
The most effective method of determining employees with alcohol, drug and other addiction problems is by looking out for known symptoms. The human resource department should have expertise by undergoing training that would enable them realize substance abuse symptoms in employees. There are various indications that enable management to know when employees engage in substance abuse. Although not everybody portrays similar external signs, there are various signs that are general. Emotional signs of abuse and addiction include anxiety, aggression, burnout, depression and denial. Substance abusing individuals can also portray behavioral changes that include, impaired coordination, excessive talking, lack of energy, poor motivation, and slow reaction time. Individuals can also exhibit physical symbols such as the odor of alcohol or marijuana, chills, weight loss and sweating. Grant (2007).
There are other mechanisms available for use, and this include realization of frequent injuries and repeated mistakes. Employees who abuse substances can also exhibit behaviors such as continued missing of appointments.
Treatment
As a practitioner in substance abuse and treatment, it is, therefore, essential to provide individualized services. The provision of these services should be according to the individual’s substance abuse. To be able to provide individualized services, a practitioner should involve the substance abusers in various programs. Potenza MN. (2006).
Such programs include offering multiple levels of care, as well as comprehensive service packages to individuals. Individualized programs that would enable persons with substance abuse include; individuals and group counsel and family counseling. Tavares (2007). Education with regard to substance abuse, partaking in self aid groups and other structured, therapeutic procedures. Individualized programs can also include participation of the family members in individual and group codependency counseling. It can also include provision of detoxification and residential, support services. This occurs to persons who need a safe drug free environment in the early stages of the treatment process.
Conclusion
Substance abuse in the workplace has no beneficial effect to either the organization or the employees. Organizations and institutions should ensure that they adopt programs that enable them deal with cases of substance abuse. Such a program should have clear and elaborate procedures that state what ought to take place in order to have control over substance abuse in the workplace.
Reference:
Potenza MN. (2006)Should addictive disorders include non-substance-related conditions?Addiction.101: 142–151.
Tavares H, Gentil V. (2007) Pathological gambling and obsessive-compulsive disorder: towards a spectrum of disorders of volition.Rev Bras Psiquiatr.; 29(2):107–117.
Rice, D.P., S. Kelman, L.S. Miller, and S. Dunmeyer
(1990)The Economic Costs of Alcohol and Drug Abuse
and Mental Illness. Washington D.C.
Frances, R. J., Miller, S. I., & Mack, A. H. (Eds). (2005). Clinical textbook of addictive disorders (3rd ed.). New York: Guilford.
Grant JE, Brewer JA, Potenza MN. (2006) The neurobiology of substance and behavioral addictions.CNS Spectr.; 11(12):924–930.
Nacada (2009) guidelines for developing workplace alcohol and drug abuse policies.
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