When alcohol, or drugs, are being abused on the job it affects the health and safety of those employed at the company, and those using its goods and services. Therefore, THIS IS a workplace issue that needs to be addressed. Bill C-45, a criminal code that governs corporations and their representatives, states that employers have a responsibility to ensure that they prevent any bodily harm to everyone that is involved or affected from work or tasks performed.
Employers have a responsibility to address substance abuse in the workplace because everyone can benefit when an employee recovers and gets well. When companies begin to support employees that have addiction or substance abuse problems, there is the obvious benefit of supporting your employee for treatment, and rehabilitation, so that they can live their fullest and happiest lives, during and away from work. But will also lead to an improvement in absenteeism and lateness, reduction in accidents, improvement in productivity and reduction in company’s wasted materials.
Here are some simple ways to support employees that are struggling with addiction or substance abuse:
- A Substance Abuse Policy is an effective way to communicate employee expectations and the company’s commitment to support and accommodate employees who need support with addiction recovery. A substance abuse policy must be communicated on a regular basis to employees that are covered under the policy. This can explain and provide direction on what to do when an employee uses drugs or alcohol while on the job, the consequences that employees face if they don’t abide by the policy, drug testing procedures, employee assistance programs available, and return-to-work procedures.
- Create a list of resources and addiction treatment options that employees can reference. This list should be made available to all employees and should be easy to access.
- Provide education about what addiction looks like and why people begin to abuse drugs/ alcohol, and the how and why people relapse after their treatment. Education can help employees understand how to support those that are struggling as well as remove negative stereotypes often associated with addiction. Stigma is often the reason why people who want help don’t communicate their struggle with others. According to the Canadian Mental Health Association in Ontario, “employees who have battled these issues say that having a supportive manager says, ‘We need your skills, we need you here, so tell me what you need from us’ can make a big difference. Employers can help employees build their self-esteem, confidence and loyalty to the organization when they make employees feel valuable and valued.”
- Provide health benefits that offer a more “comprehensive coverage” for addiction that includes addiction assessment (screening), treatment, aftercare and counselling.
- An employer may approach an employee. This should be done in a safe, confidential manner, and at an appropriate time for the employee and all other parties involved. Please note: It is NOT the responsibility of the employer to diagnose, but only to offer support and the evidence for concern within the workplace. Leave it up to the professionals to accurately diagnose and start treatment planning.
As an employer, you can share information about the benefits of outpatient treatment and make reasonable accommodations to work schedules in order to allow your employees to attend the treatment they need. With the proper support from both their employer, and their colleagues, a person struggling with addiction may find that the right treatment can mesh with his, or her, work goals and lead to positive change in both their personal, and professional lives.
At, Can-Am Interventions, we are professionals that help to bring clarity, and knowledge to your work-related specific situation, as well as, determining the best treatment options that best fits the needs of the employer, and most importantly, the employee.
For More Information:
E: patti.pike@canaminterventions.com W: www.canaminterventions.com
1-800-638-1812 Toll Free Internationally 415-827-3725 Cell /Text 415-578-2875 Office