Masonry Magazine April 1999 Page. 21
Substance Abuse in the Workplace part III
by Carol Brzozowski-Gardner
Businesses must deal with the inescapable consequences of our contemporary society: financial or legal troubles, marital and family problems, substance abuse problems, emotional or mental disorder. In theory, it sounds nice that employees should check their baggage at the door before coming in to work, but we are all human and in practice, that isn't so easy.
Thus, over the years, companies have added a new dimension to what they offer their employees: employee assistance programs. The U.S. Department of Labor outlines these programs' effectiveness in dealing with employees' problems. This article also will address recommendations by the department regarding drug testing.
An employee assistance program is a cost-effective, job-based program to help employees whose personal problems are affecting work performance. According to the Center for Substance Abuse Prevention, for every dollar an employer invests in an EAP, they can save $5 to $16. More companies are increasingly turning to EAPs to deal with employees' substance abuse problems. There are now more than 10,000 EAPs in operation across the country.
All sizes and types of employers have instituted EAPs because they help to save money in terms of less absenteeism, fewer accidents, decreased use of medical and insurance benefits, savings in workers' compensation claims, fewer grievances and arbitrations, and fewer employee replacement costs. An EAP reinforces three ideas:
Employees are a vital part of a business and valuable members of the team.
It is better to offer assistance to employees experiencing personal problems than to discipline them or fire them.
Recovering employees become productive and effective members of the work force.
An EAP also can provide other components of a comprehensive work place substance abuse program such as supervisor training and employee education and awareness.
Almost any company can provide EAP services for its employees. Many companies, unions, and other organizations can establish their own programs at the worksite. Some organizations may find it easier to "buy" EAP services from an outside EAP provider. Smaller companies may join with other companies in a consortium or cooperative arrangement, or work with a local business or trade association to start an EAP for its membership.
Top management is a prime mover in launching an EAP and maintaining its credibility and usefulness. By establishing a team of key personnel, including supervisors, employees, and employee representatives, top management can give the EAP high visibility and promote its smooth integration and acceptance within the organization.
To start an EAP, top management should seek EAP program expertise. Program and procedural guidance and advice can be obtained from occupational program consultants from the alcohol/drug directors in state governments, usually located in the state capitol, or from other resources listed in the sidebar of this story. Before announcing an EAP, top management should:
Review worker insurance packages to determine if alcohol and other drug abuse treatment services are included.
Allocate funds necessary to initiate and maintain the EAP.
Assure a private location for the EAP.
Establish recordkeeping procedures that assure confidentiality.
(Note: This is the final part of a three-part series on substance abuse in the workplace. The first part addressed the statistics of abuse and how companies can set up a substance abuse policy. The second part examined education of employees and training of supervisors. This article discusses employee assistance programs (EAPs) and drug testing)
Can your company afford a substance abuse problem?