Dealing With Drug or Alcohol Abuse Issues? Be Proactive!

The U.S. Department of Labor estimates that American business loses $81 billion a year because of alcohol and drug addiction from absenteeism, accidents and damage, increased health care costs, and workers' compensation and disability expenses. In addition, addiction impacts higher worker turnover and replacement costs, increases liability, and can lead to theft and fraud to support an addict's habit.

In dealing with these issues in the workplace, diverted supervisory, managerial and co-worker time also can affect communication among co-workers, often leading to lead anger, fights and friction, which, in turn, can result in accidents and slowdowns, as well as decreased productivity and output.

Most importantly, the damage to a company's reputation may be permanent and irretrievable.

Whether at a large corporation, a nonprofit organization or a small business, the Labor Department says:

• Substance abusers are six times more likely than other co-workers to file a workers' comp claim.
• Sixty percent of employed drugs users work for smaller companies.
• Thirty percent of drug abuse in the workplace involves prescription drugs.

According to a U.S. Department of Health and Human Services survey, people with alcohol problems:

• Seek emergency room attention 33 percent more often than the rest of the population
• Stay in the hospital longer than average
• Say they call in sick or skip work an average of 11 days per year, 30 percent more than those who don't have drinking problems

Causing further problems in the workplace are spouses and other co-dependents who sometimes reinforce and enable the addict with phone calls to the boss: "He can't make it into work today" or, "She's not feeling well" or, "I think he has a bad cold."

If not dealt with, addiction can be a greased pole to self-destruction and bankruptcy. For people in powerful positions, such as CEOs, doctors, executives and company founders, attempting to conduct business without the use of their full faculties is a very dangerous proposition. For other workplace staff, undealt-with abuses can lead to everything from violent outbursts at work to lost recollection of actions taken.

How can companies assist their employees? Here's some suggestions along with guidelines from the Drug Free Workplace Act of 1988:

• Allow employees a 90-minute lunch hour to come and go to hourlong Alcoholics Anonymous or Narcotics Anonymous meetings in the community, as long as they come in a half-hour earlier or leave a half-hour later to make up the time.
• Provide sodas, club soda and ginger ale at holiday parties, company banquets and business luncheons.
• Don't insist that someone order a drink. They may be in recovery and feel peer pressure.
• Publicize that you have a drug-free workplace with zero tolerance.
• Publish a statement notifying your employees that the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in the workplace.
• State that you will take disciplinary action against or fire employees who violate these company policies.
• Require each employee directly involved in the work of the contract or grant to notify you of any criminal drug statute conviction for a violation occurring in the workplace.
• Require corrective actions for convicted employees.

Offer drug education training and drug rehabilitation, which can save a company on workers' compensation insurance and ensure the well-being of all employees.

Alcoholism is an EOD -- an equal opportunity destroyer. It afflicts men, women, rich, poor, white- or blue-collar workers, young and old.

And regardless of who it affects, an alcoholic's or addict's excuses are the same:

• "I can quit any time."
• "It's only wine."
• "It's only beer."
• "It's only after five o'clock."
• "I'm in control."
• "It's not affecting my work."
• "I enjoy the taste."
• "I don't have a problem."

So don't be blinded by excuses or projection of the problem on others. If one of your workers has an alcohol or drug problem, get him or her into a rehab program, a detox clinic and a 12-step program.

Now.

Dr. Linnda Durré, Licensed Psychotherapist, is an expert witness, psychotherapist, family counselor, intern supervisor, international speaker, author, business consultant, adjunct college professor, and a magazine, Internet, and newspaper columnist. She has worked with Fortune 500 companies, nonprofits and small businesses. With over 44 years of experience, she consults to attorneys and has been qualified as an expert witness in six (6) states - Florida, California, Arkansas, Georgia, Connecticut, and Washington - in the areas of, Personal Injury, PTSD, Family and Couples Counseling, Divorce, Child Custody, Drug and Alcohol Counseling, Sexual Harassment and Discrimination, Relocation, and Sexual Abuse by Therapists. Her 400-page doctoral dissertation and research in the latter area was cited to pass legislation in several states.

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