DEALING WITH ADDICTION IN THE WORKPLACE Presented by: Natrishka Naidoo Assisted Recovery Centres of Africa (ARCA) EAPA-SA PRESENTATION
ADDICTION PREVALENCE It is estimated that 1 in 7 people over the age of 12 years abuse or are addicted to alcohol, prescribed medications or other drugs
WHAT IS ADDICTION? Addiction is a medical disease as defined by the WHO, that affects the pleasure centre of the brain Addiction is a continuation of a habit or behaviour despite the negative consequences experienced
SYMPTOMS OF ADDICTION? loss of control continued use despite serious consequences preoccupation with using failed attempts to quit tolerance and withdrawal
RECENT NIAAA STUDY SCREENING FOR ALCOHOLISM: “It is estimated that at least 20 percent of adults who visit a physician have had an alcohol problem at one time. In a survey of patients admitted to an inpatient service, 12 to 30 percent screened positively for alcoholism.”
Symptoms Causes
BARRIERS TO SEEKING TREATMENT? Fear of job loss Fear of stigmatization Fear of being passed over for promotion Fear of withdrawals and cravings Cost of treatment Financial Obligations
WHAT DOES LABOUR LAW SAY? Vague around exact expectations for the employer Outlines the need for a substance abuse policy Outlines the employer’s need to offer support if the employee is willing Can be confusing for employers and employees to understand their rights and expectations
WHAT IS THE ROLE OF THE EAP IN ADDICTION? Assist in structuring clear guidelines outlining company policy regarding addiction Standards for Employee Assistance Programmes in South Africa as outlined by EAP International South Africa branch Advise the employer on best practices regarding addiction Advise employees on their rights Facilitate employees to be able to seek treatment in a confidential manner Provide support to employees after treatment
MEASURES TO ASSIST IN PREVENTION AND CONTROL OF SUBSTANCE ABUSE? Prevention through information, education and training programmes Measures to control "substance abuse" in the workplace through good employment practices Restriction on alcohol, legal and illegal drugs in the workplace Implementing random drug tests – early detection minimizes potential risk and improves treatment outcomes
STAGES OF APPROACHING ADDICTION IN THE WORKPLACE? Identification of a problem Intervention/disciplinary Providing referral and initial support Rehabilitation Assessment of employee after treatment *All interactions must be documented **Confidentiality must be ensured
IDENTIFICATION Line Managers are often best suited to identify early warning signs as they deal with the employee daily and monitor job performance first hand
INTERVENTION
DISCIPLINARY An employees has been found to be using alcohol or drugs whilst at work An employee has increased absenteeism An employee has been displaying poor performance Disciplinary rules regarding substance abuse should be communicated to employees so that they are clear in terms of what is prohibited and the type of sanctions for the violation of such rules
PROVIDING REFERRAL AND INITIAL SUPPORT 1. Line Manager recommends EAP referral 2. Completes formal referral form 3. Employee sees EAP therapist 4. The therapist provides feedback and recommendations 5. Manager follows up on recommendations 6. In substance abuse situations, rehabilitation MUST form part of the action plan
REHABILITATION An effective treatment program should include: Medical Detoxification Medicine Assisted Therapy (M.A.T) Individual Counselling Group Therapy Counselling Family Counselling Aftercare Support and Random Testing Support Structure
WHAT IS DETOXFICATION? Comfortable, humane, and as pain 1. free as possible. No cold turkey Rehydration, vitamin replenishment 2. and elimination of toxic substances (drugs, alcohol) Prevent DT’s 3. Stabilization of imbalance of 4. neurotransmitters Manifested by mood disorders, anxiety 5. disorders, depression etc.
WHAT IS M.A.T? Medicine Assisted Therapy (M.A.T) means utilising medications in the treatment of addiction Addictive medication: Buprenorphine (Subutex & Suboxone), Methadone Non-addictive medication: Naltrexone
COUNSELLING Rendered by qualified Social Workers and Psychologists competent in the field Daily individual and group therapy Can be delivered as in-patient and outpatient basis (to accommodate work and study constraints) Cognitive behavior therapy Weekly family/ caregiver sessions
FUNDING FOR TREATMENT Individual And Family 1. Small proportion of service users can afford private fees 2. Often patient destitute by time help sought. Medical Aid 1. Compelled by law to pay for this PMB 2. Often does not cover the full cost of the treatment Employer 1. Can assist employees by paying on their behalf and deducting from their salary 2. Can offer to pay a portion
TIME FRAMES? It can be a challenge for an employer to facilitate employees entering long term treatment Programs need to be tailored to the employer and employee needs EAP representative needs to work closely with the treatment facility to see what they can offer
WHAT ARE THE BENEFITS OF REHABILITATION Absenteeism of employees with alcohol and drug problems was three times higher than for other employees Employees with chemical dependence problems claimed sick benefits three times more than other employees and also made compensation claims five times more than other employees 20% to 25% of injuries in the workplace involved employees under the influence of alcohol Drugs and alcohol supplied at work amounts to 15% to 30% of all accidents at work.
WHAT ARE THE COSTS OF TERMINATION Cost of rehiring process Cost of retraining Time spent retraining Loss of the individuals skills Cost of holding a job position until a suitable candidate is found CCMA
EMPLOYEE ASSESSMENT This is often where the ball can be dropped* It is the responsibility of the line manager to follow up with the employee after they complete their treatment program The line manager must track progress or lack there of, ensure random testing is performed and ensure the employee adheres to an aftercare program - compliance
WHAT CAN BE DONE TO ADD VALUE TO A COMPANY EAP Send Managers and HR staff on training courses to identify early warning signs Ensure managers and HR staff are trained on how to handle a conversation around addiction and have an understanding of what addiction is Train employees in management positions around the EAP policy Get advice from professionals in the addiction field before drafting the policy
HOW THE EMPLOYER AND EAP CAN ASSIST THE EMPLOYEE IN RECOVERY The employer can allow the employee time off for aftercare activities (support groups, counselling), after their rehabilitation program, for a reasonable time period, with recommendations from the facility The employer can endeavor to assist the employee to make any feasible changes to their employment environment with recommendations from the facility If an employee does have a relapse, consider factors such as clean time, program attendance and job performance prior to relapse rather than a one strike policy
CENTRE RECOMMENDATIONS Ensure the Rehabilitation Facility is Licensed and Registered with the Department of Heath and the Department of Social Development Check that the facility has a good track record Over time observe the facilities success rates (employees staying clean) Work hand in hand with the facility to get regular feedback on employee progress
WHAT TO DO IF YOUR MANAGER OR BOSS HAS A SUBSTANCE ABUSE PROBLEM This problem represents an important area which is often not addressed The employee/employees wishing to report this should be able to confidentially approach HR or the EAP facilitator directly with the assurance of anonymity The company EAP guidelines must include disciplinary procedures for higher level management
WEED IN SA?? Going to present huge challenges to EAP and HR Policy changes need to be immediate Most urine tests are at 50ng/mL Tests do not test THC but metabolites stored in fatty cells There is NO test to determine when a person ingested marijuana Companies are going to have to develop alternative testing methods
THANK YOU
Recommend
More recommend
