|
The following articles may be reproduced in
employee newsletters or magazines. Organizations are free to shorten, modify or
further personalize the content to suit their publications’ style and
format. Organizations that publish these articles in any form are
encouraged to
let us know and to send us a copy of the publication, if possible.
Substance
Abuse and the Workplace: A Harmful Combination
<ORGANIZATION NAME>
is committed to providing a safe, healthy and drug-free working
environment and wants to take this opportunity to remind employees about
the importance of working drug free to their safety and that of their
co-workers.
Some of the potential risks and hazards of
workplace alcohol and drug use are obvious, particularly those related
to safety. Alcohol and drug use can seriously impair judgment and
coordination, which can lead to workplace accidents, injuries and even
death. And a person does not need to be an alcoholic or drug addict to
create safety hazards. For example, someone who still has alcohol in
their bloodstream from drinking before they were on the clock may not be
in any condition to work safely. But the problems extend beyond
safety. Workplace alcohol and drug use can weaken an organization’s
ability to operate profitably and productively. It is also associated
with lower levels of employee morale—not only that of employees
struggling with alcohol or drug problems, but also those who work
alongside them.
Key to preventing these problems is for all
employees to understand that there is help for those struggling with
alcohol and drug problems. If you (or someone you know) are struggling
to work drug free, call 1-800-662-HELP
(1-800-662-4357) or visit
www.findtreatment.samhsa.gov. Other sources of help are available
at
www.dol.gov/workingpartners. In addition,
<ORGANIZATION NAME>’s
Employee Assistance Program (EAP) provides confidential, short-term
counseling and referral services as a benefit to employees. Their
professionally trained counselors can be reached at
<CONTACT INFORMATION>.
Note: If an organization does not have an EAP,
the last two sentences should be deleted.
Sources of Help for Employees with Substance Abuse Problems
<ORGANIZATION NAME>
wants to remind all employees
about the importance of being drug free to workplace safety and that
there are organizations that provide free, confidential assistance to
individuals who have, or know someone who has, a problem with alcohol or
drugs. The following resources offer a good place to start:
Substance Abuse Treatment Locator
Phone: 1-800-662-HELP
www.findtreatment.samhsa.gov
This Substance Abuse and Mental Health Services Administration (SAMHSA)
Web site and toll-free phone line help individuals locate drug- and
alcohol-abuse treatment programs in their communities.
AlcoholScreening.org
www.alcoholscreening.org
This free, confidential Web site lets individuals privately assess their
own drinking habits and receive personalized feedback to help them
determine if they need help to change those habits. Individuals also can
find out about facilities in their communities that offer alcohol abuse
treatment and consultations with qualified health professionals
regarding alcohol problems.
Al-Anon/Alateen
Phone: 1-888-4AL-ANON
www.al-anon.alateen.org
Al-Anon provides information on the effects of alcohol abuse and refers
friends and families of alcohol abusers to nearby support groups. Al-Anon’s
purpose is to help families and friends of alcoholics recover from the
effects of living with the problem drinking of a relative or friend.
Alateen is the organization’s program for young people whose lives have
been affected by someone else's drinking.
Alcoholics Anonymous (AA)
www.aa.org
AA offers a way to stop drinking to individuals who feel they have a
problem with alcohol. AA groups are located in most cities and rural
communities throughout the country. Individuals can look up “Alcoholics
Anonymous” in a local telephone directory for a contact in their area.
American Council on Alcoholism
Phone: 1-800-527-5344
www.aca-usa.org
American Council on Alcoholism provides referrals to alcoholism
treatment programs nationwide and distributes written materials on
alcohol abuse problems.
Cocaine Anonymous
Phone: 1-800-347-8998
www.ca.org
Cocaine Anonymous provides support for people dependent on cocaine and
other mind-altering substances. Callers are referred to local helplines.
Nar-Anon
Phone: 1-800-477-6291
www.nar-anon.org
Nar-Anon is a worldwide program which provides support for friends and
families of individuals with addiction or drug problems.
Focus on Recovery Helpline
Phone: 1-800-234-0420
www.focushealthcare.com
Focus on Recovery is a helpline which provides support and information
for recovering drug addicts through referral to local helplines staffed
by other recovering addicts.
National Council on Alcoholism and Drug
Dependence Hopeline
Phone: 1-800-NCA-CALL
www.ncadd.org
This organization, a planning and oversight agency for public
substance-abuse treatment programs, provides written information on
alcohol and drug abuse and referrals to treatment and counseling
services nationwide.
In addition,
<ORGANIZATION NAME>’s
Employee Assistance Program (EAP) provides confidential, short-term
counseling and referral services as a benefit to employees. Their
professionally trained counselors can be reached at
<CONTACT INFORMATION>.
Note: If an organization does not have an EAP,
the last paragraph should be deleted.
What Can I Do?
A safe, healthy and drug-free workplace is everybody’s
responsibility, and
<CONTACT INFORMATION> wants
to take the opportunity to educate employees about steps they can take
to help a co-worker who may have an alcohol or drug problem. By knowing
what to do (and what not to do), employees can play a powerful role in
improving workplace safety and encouraging co-workers with alcohol or
drug problems to seek help.
Most of us know someone, perhaps a family member, friend or co-worker,
who has been affected by alcohol or drug abuse in some way. Though some
of the signs may vary by drug of choice, what you see that person doing
and how you interact with him/her is often the same, regardless of the
substance being used. Both on and off the job, symptoms of alcohol or
drug use may be physical (chills, smell of alcohol, sweating, weight
loss, physical deterioration); emotional (increased aggression, anxiety,
burnout, denial, depression, paranoia); and/or behavioral (excessive
talking, impaired coordination, irritability, lack of energy, limited
attention span, poor motivation). It is important to note, however,
that if an employee displays these symptoms,
it does not
necessarily mean he/she has a substance abuse problem.
Signs
that substance use may be a workplace hazard include:
-
Creating mishaps, being careless and repeatedly making mistakes.
-
Damaging equipment or property.
-
Being involved in numerous accidents.
-
Displaying careless actions in the operation of hazardous materials or
equipment.
-
Being unreliable, not being where he or she should be.
-
Showing a lack of detail on performing routine job duties.
-
Being unwilling to follow directions and being argumentative.
-
Giving elaborate, unbelievable excuses for not fulfilling
responsibilities.
-
Not
carrying one’s load.
-
Taking unnecessary risks.
-
Disregarding safety for self and others.
For your own safety, it is important that you not
tolerate such conduct by a co-worker using alcohol or drugs.
However, this can be a challenge—sometimes it may seem easier to ignore
the problem and unwittingly enable the employee’s behavior to continue.
For example, you may cover up for a co-worker by providing alibis or
doing his/her work; develop reasons why his/her continued use of alcohol
or drugs is understandable; or just avoid contact altogether. Trying to
take responsibility by throwing out the person’s drugs or making idle
threats also tends to be ineffective.
Worker alcohol and drug use cannot be taken
lightly, especially in environments where workers rely on each other for
safety. While supervisors can confront workers whose behavior affects
their job performance, co-workers may be able to help before this
occurs. However, it is important for employees to understand that it is
not their responsibility to diagnose problems. Rather, they should
observe behavior and focus on safety. Though notifying a supervisor may
eventually be necessary, a co-worker may have significant influence
using the right approach. If you suspect someone has a problem:
-
Identify with the person and show concern. Say you have noticed a
change in behavior and express your concern for their safety and that of
other workers.
-
Describe your observation of their behavior, using specific days and/or
times rather than saying “you always” and other similar phrases.
-
Connect the behavior to the alcohol or drug use (or suspected use).
-
Urge the person to get help and offer information about how to get it.
<ORGANIZATION NAME>’s
Employee Assistance Program (EAP) provides confidential, short-term
counseling and referral services as a benefit to employees. Their
professionally trained counselors can be reached at
<CONTACT INFORMATION>. For
more information about local resources, you can also call
1-800-662-HELP or visit
www.findtreatment.samhsa.gov.
-
Tell the person you will no longer hide the problem for him/her, but do
not make idle threats. Be willing and able to follow through.
-
Explain how the person’s problem use affects you and others at work.
-
Reconfirm your concern. You do not need to get him/her to admit he/she
has a substance problem. You must stand your ground with your
co-worker, be consistent with your actions and be willing to follow
through on any threats you make.
It is important to note, however, that even after
confronting a co-worker using these steps, he/she may still be unwilling
to accept or acknowledge the alcohol or drug problem. When you have
done all you can and the person’s behavior is such that it directly
affects you and your ability to do your job, it may be appropriate to
involve others. This may mean taking your concerns about safety to a
supervisor, who may have more options through the workplace to help the
person get assistance.
Note: If an organization does not have an EAP,
the second and third sentences in the fourth bullet should be deleted.
|
