It’s common to feel that addiction and employment do not mix very well and is a severe problem. The American Addiction Centers estimates that there are 14.8 million Americans who use illegal drugs, including thousands of working professionals. It’s good to know that when it comes to addiction and employment, there are resources that can help you overcome your struggles without having to sacrifice your career. Read on to find out more about some of these programs.
Getting into a rehab program during employment is possibly the world’s most pervasive and damaging vice. The treatment programs address the substance abuse problem and manage any co-occurring disorders among the addicts.
How does Addiction Affect your Employment?
The answer lies in the effect that addiction has on one’s job security. One significant impact is that those struggling with addiction are more likely to be fired from their jobs, often because they struggle with attendance and job performance. Addiction harms not only the individual employee but also the family and employers of the individual as well.
There are two types of workplace problems common to people struggling with an addiction: substance abuse and absenteeism. The Substance Abuse and Mental Health Services Administration (SAMHSA; funding comes from the U.S. Department of Health and Human Services) classifies substance abuse into functioning categories, including no or low impairment, moderate impairment, and high impairment. A person with a dependent or abusive problem is considered to have a high level of impairment if he or she has lost or been dismissed from a job where s/he used to be productive.
How to Handle an Alcoholic Employee?
An alcoholic employee is someone who abuses alcohol to the point it affects their work. This can take place at any time of day and not just during work hours. Despite the prevalence of drug use in the U.S., both before and during the current recession, many employers are uninformed about how to handle a worker who struggles with an addiction problem.
It’s essential to know the signs that an employee may be drinking as an alcoholic to handle the situation appropriately.
Analyze the effect of employee’s addiction problem at the workplace
Each case is unique, so have a clear sense of the threat your employee’s drug or alcohol use poses to your company. Is your employee creating a direct physical danger in the workplace?
According to the National Council on Alcoholism and Drug Dependence (NCADD), one-fifth of workers and managers report that a coworker’s alcohol problems have jeopardized their safety and productivity. The action of someone who is intoxicated in the workplace can place other employees and property at risk. If an employee’s substance abuse has caused injury to you, your coworkers, or your employer’s property, that’s grounds for termination.
Consult the company’s Human Resources policy
If an employee shows up drunk and disorderly at the office, what is the proper reaction? Having an HR (Human Resource) policy with clear guidelines in place will help you act swiftly and appropriately. While the specifics of each policy may vary across businesses and industries, all procedures should have a zero-tolerance approach to drugs or alcohol in the workplace.
Distribute a company manual to everyone hired at a new location. The manual should outline company policies, procedures, and practices, including any drug or alcohol policy that may legally prohibit the possession or consumption of an illegal substance by employees.
Evaluate how substance abuse is affecting the employee’s job performance
If you suspect that one or more of your employees are using drugs, it’s essential to investigate, and possibly perform a drug test. Before you take disciplinary action against an employee, it is good to evaluate the reason for their job performance. Ask yourself if their job performance is due to substance abuse; what can you do about it?
If drug abuse affects the individual’s job performance, it is in your best interest to terminate employment. Reducing turnover and absenteeism and increasing productivity can add up to considerable long-term savings for you.
Assess employee’s level of substance abuse problem ownership and motivation to change
If your employee uses drugs or alcohol on the job, you can help them without violating their rights or exposing yourself to legal risk. The Employee Motivation to Address Substance Abuse Questionnaire (EMASAQ), in conjunction with the Personal Inventory Questionnaire (PIQ), offers an effective way for you to measure your employee’s ownership of their alcohol abuse problem. By assessing their level of ownership and motivation to change, you can craft an action plan that will have the greatest chance of success.
Job Protections Under Federal Law for employees during drug addiction treatment
If you are dealing with the disease of addiction to drugs or alcohol, or if you have a family member or friend who is, you should know that job protections under federal law are available if you’re considering different treatment options.
The Rehabilitation Act of 1973 and the Family Medical Leave Act protect an employee’s rights to maintain their job while overcoming a drug or alcohol addiction. These laws outline what protections you are guaranteed, how to speak with your employer regarding your situation, and how the law may act in your favor if you are being discriminated against due to your drug use.
Additionally, in 2003, the Board of Nursing created RAMP (Recovery and Monitoring Program) as an alternative to the Discipline program. RAMP offers confidential, voluntary support to health care nurses recovering from alcohol or drug dependency. Nurses work with employers and close colleagues while at treatment facilities; here they can receive the appropriate treatment for their recovery and rapid reinstatement.
Addiction affects every aspect of your major life activities negatively, but it doesn’t have to end your employment dream. Contact us at Anchored Tides Recovery Center. A gender-specific rehab center and a place for women to heal will help you fulfill the emptiness and free yourself from the addiction that has hurt you and those around you. Understanding the illness and having a strategy are keys to staying employed while battling addiction.
Getting into a drug addiction treatment center program during employment can be challenging, and we want to make sure that you get the help you need. Get informed on addiction and employment issues today, and call us to learn more about our therapy sessions and support groups to achieve sobriety.
