Drug and alcohol abuse occurs in all types of work environments, from entry level to executive. According to the National Council on Alcoholism and Drug Dependence, nearly one quarter of American workers report drinking on the job in the past year. Looking at drug abuse, 70 percent of the nearly 15 million Americans who use illegal drugs are employed. Alcohol abuse costs employers between $33 billion and $68 billion per year in lost productivity. Add the cost of drug abuse, and those figures rise even higher.
Considering most full-time employees spend around 35 percent of their waking hours at work, employers can play an important role in supporting employees to make positive change. By encouraging addicted employees to seek the help they need, employers can dramatically reduce the negative effects of drug and alcohol abuse in the workplace and beyond.
Taking Tough Love to the Workplace
Navigating addiction in the workplace can be a slippery slope. It’s imperative that the supervisor and the company as a whole approach the situation the right way. Here are some tips.
Proceed appropriately. First, an employer needs to understand when and how it is suitable to step in. Ultimately, whether or not a person decides to drink or use drugs is his own personal business—unless that use interferes with his performance at work. When a fellow employee sees a co-worker’s ability to perform his or her job duties suffering, or the employee’s behavior puts co-workers or the company at risk, the fellow employee has a right to speak up. This is true regardless of whether the employee in question is intoxicated on the job or hungover from the night before. In these instances, the employee should first go to human resources—not a supervisor or another co-worker—with concerns. When the first person to notice the problem is the employee’s supervisor, that supervisor should notify HR and then schedule a meeting with the employee to discuss job performance.
Respect an employee’s rights. The law defines it: Employees with substance abuse problems who work for employers with more than 15 employees are protected against discrimination by the Americans with Disabilities Act (ADA). Employers have both a moral obligation and a legal one to refrain from discriminating against an employee who is abusing drugs and alcohol. The company should also support their employees in getting the recovery treatment they need.
Enlist the help of EAP. Most companies have an Employee Assistant Program (EAP) aimed at helping employees deal with a range of problems, including substance abuse. These programs provide short-term counseling, assessment and referrals to employees with alcohol or drug abuse problems. Employers should encourage struggling employees to seek help from EAP. A supervisor may also choose to talk with EAP before meeting with the employee for guidance and advice on how to proceed.
Understand benefits. Under the Affordable Care Act, health insurance plans sold on the marketplace must cover substance use disorder treatment. (Specific health benefits vary based on the state and individual health plan). Workplaces should also grant employees undergoing substance abuse treatment-approved leave status while they are away from work getting help.
Focus on the positive. When an employee enters drug or alcohol treatment, not only does that employee benefit, so does his workplace. Research shows substance abuse treatment pays for itself by way of lower health care costs as soon as an addict begins recovery. These lower health care costs only continue as an employee stays well. Therefore, the more a company can do to support an employee both in terms of encouraging treatment and fostering a nurturing workplace atmosphere once treatment is complete, the better off both employer and employee will be.
Provide a supportive welcome back. One of the most difficult periods during recovery is the re-entry back into work and everyday life. After an employee has completed a treatment program and is ready to return to work, an employer should schedule a back-to-work conference with the employee, supervisor, and a member of EAP. This meeting is meant to address what happened in treatment, how follow-up care might affect the employee’s schedule, and what the company can do to smooth the transition back into the workplace.
Be proactive. To prevent substance abuse in the first place and encourage treatment when treatment is due, employers should promote programs focused on improving overall health. This may include implementing drug- and alcohol-free workplace policies; reducing the stigma of substance abuse treatment; offering health benefits that provide comprehensive coverage for recovery treatment; and educating employees on the ramifications of abusing drugs and alcohol, both at work and at home. After all, when the company culture is supportive and nurturing, employees will feel valued and do their very best work.
As Executive Director of Beach House Center for Recovery, Robert Yagoda brings more than 10 years of combined clinical and administrative experience in facility-delivered, drug and dual diagnosis treatment. Robert is a licensed mental health counselor and certified addictions professional. What motivates him most is seeing clients make groundbreaking strides in recovery, knowing he was part of their growth and success.
