DRUGS, ALCOHOL AND THE WORKPLACE

Why worry about drugs and alcohol in the workplace? Everyone is at
risk if the person next to you is drunk, high or recovering from being
drunk or high. According to the National Institute of Drug Abuse
(NIDA), 3 out of 4 substance abusers actually hold jobs (with the
exception of crack users who have a 10 times higher rate of use among
the unemployed). Substance abusers are also 5 times more likely to
injure themselves or a co-worker. A 1993 study from Brandeis
University found that more deaths and disabilities in the U.S. are
connected to substance abuse than any other cause. These are good
reasons to stay informed and aware.

The cost to business and industry is immense. Employed drug abusers
cost their companies at least twice as much money in medical and
worker's compensation claims. Research from Brandeis University
(2001), indicates alcohol and drug abuse costs the American economy an
estimated $276 billion per year in lost productivity, health care
expenditures, crime, motor vehicle crashes and other conditions. A
less measurable cost to all of us, but no less important, is the
emotional toll for the co-workers and families of the abusers. For
example, the family member's of an alcoholic use 10 times as much sick
leave as members of families where alcoholism is not present.

At what point is someone considered to be drug or alcohol dependent?
To summarize, it includes any use of drugs or alcohol that threatens
physical or mental health, inhibits responsibility in personal
relationships, or diminishes the ability to meet family, social, or
vocational obligations. Dependency can be extreme, from a heroine,
cocaine, crack addict or alcoholic that must have the substance to get
through the day and avoid withdrawal symptoms to the person who has
more casual use on the weekends, binge drinking, marijuana use or
prescription drug abuse.

How Does it Threaten Jobs?

Whether the substance abusing employee is actually under the influence
at work or not, his behavior will still produce negative consequences.
They will still experience more illness, fatigue, family and
relationship problems and financial problems which all produce more
stress and then even more frequent use of the substance. So, missing
more work, distractibility or lack of concentration at work would be a
natural outcome even if they were not under the direct influence of
the substance. Their production level, work quality and work
relationships end up suffering greatly.

What Are the Signs of Abuse?

While it can be difficult to identify a substance abuser in the
workplace, there are some signs to look for:

- - Erratic work patterns and reduced productivity

- - More extreme physical signs such as exhaustion or hyperactivity,
dilated pupils, slurred speech, or an unsteady gait.

- - Poor personal hygiene

- - Frequent unexplained absences from work, especially on Fridays and
Mondays

- - Defensive reactions to real or imagined criticism

- - Borrowing money from co-workers

- - Physical changes such as weight loss/weight gain, puffiness, a
change in the person's complexion.

How Can Drug And Alcohol Abuse Be Prevented?

A clear, concise drug free workplace policy that is communicated to
new employees and management on a regular basis and is consistently
enforced, seems to be the most effective deterrent and response to
workplace drug and alcohol use at this time. Most policies in place
cover the following points:

- - Drug testing upon hiring with the option to test again if
"reasonable" suspicion.

- - Yearly training of employees, management, human resource
professionals, medical personnel and anyone else affiliated with the
organization to go over organizational policy.

- - Maintaining or contracting an Employee Assistance Program (EAP) as a
place to refer employees for assessment, counseling and monitoring, if
a problem is identified. EAP can help an organization save valued
employees committed to improvement. They also provide support and
counseling services to the employee's family members.

- - A substance abuse prevention program which educates employees about
the dangers of substance abuse and available services, such as EAP, if
they suspect they or a family member may have a problem.

What Can You Do?

A supportive, non-accusatory position with an employee suspected of
having a substance abuse problem is most highly recommended. Even
though we can have an idea from symptomatic behaviors, you really
don't know in most cases. Someone experiencing depression, an anxiety
disorder or family crisis can have many of the same symptoms as an
individual with a substance abuse problem.

- - Avoid rescuing behaviors towards a co-worker. While helping a work
buddy having a tough day is being a friend, longer-term "helping" that
conceals their poor performance or attendance, does the person no
favors. It just postpones inevitable consequences and perhaps them
getting the help they really need.

- - As a supervisor, you can confront the employee regarding work
performance or attendance concerns and remind them of services
available through your company. Document and never diagnose.

- - Do report your concerns regarding a substance-abusing employee. To
be overly concerned about them possibly losing their job is to keep
them from being exposed to a powerful incentive to quit using or
drinking, the loss of their job!

Do you think you may have a substance abuse problem?

Answer the questions below. If you answer "yes" to 3 or more of the
following questions, you may have a substance abuse problem. (Some of
these questions have been formulated from information found in the
DSM-IV.)

In the past year, have you increased your use of alcohol or another
substance to achieve the desired affect?

Have you tried to cut down you use of alcohol or another substance but
been unsuccessful?

Do you spend a lot of time in activities required to attain the
substance, use the substance or recover from its effects, including
alcohol?

Are you participating in fewer social, occupational or recreational
activities because of the alcohol or substance use?

Are you continuing to use alcohol or the substance in spite of knowing
you are having persistent or recurrent problems likely to be caused or
made worse by your use of alcohol or the substance? For example; you
continue to drink in spite of knowing you have a stomach ulcer or you
continue to smoke marijuana in spite of knowing it upsets your spouse
and causes relationship issues.)

Have family, friends or co-workers expressed concern about your
substance or alcohol use?

Help is Available!

There are many ways for someone to get help with a substance abuse
problem. You just need to reach out and honestly explain to someone
your pattern of usage and desire to quit.

Openly admitting your problem, not justifying or denying, is a
powerful first step.

Arrange to be assessed by a professional to determine the best
treatment options for you.

Ask for support from family and friends as you begin to face the
upcoming challenges.

Resources

Narcotics Anonymous (800) 711-6375

Alcoholics Anonymous (405) 524-1100

Al-Anon and Alateen (405) 767-9071

Nar-Anon (800) 477-6291

Detox (405) 525-2525

Hotline for Teens (405) 271-8336

Domestic Violence (800) 522-7233

Methadone/Opiate (405) 616-3366

If you would like any further information on this topic, please call
The INTEGRIS Corporate Assistance Program at (405) 947-2688.