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Drop-In Articles for Employee Publications The following articles may be reproduced in employee newsletters or magazines. Organizations are free to shorten, modify or further personalize the content to suit their publications’ style and format. Organizations that publish these articles in any form are encouraged to let us know and to send us a copy of the publication, if possible.
Substance Abuse and the Workplace: A Harmful Combination <ORGANIZATION NAME> is committed to providing a safe, healthy and drug-free working environment and wants to take this opportunity to remind employees about the importance of working drug free to their safety and that of their co-workers. Some of the potential risks and hazards of workplace alcohol and drug use are obvious, particularly those related to safety. Alcohol and drug use can seriously impair judgment and coordination, which can lead to workplace accidents, injuries and even death. And a person does not need to be an alcoholic or drug addict to create safety hazards. For example, someone who still has alcohol in their bloodstream from drinking before they were on the clock may not be in any condition to work safely. But the problems extend beyond safety. Workplace alcohol and drug use can weaken an organization’s ability to operate profitably and productively. It is also associated with lower levels of employee morale—not only that of employees struggling with alcohol or drug problems, but also those who work alongside them. Key to preventing these problems is for all employees to understand that there is help for those struggling with alcohol and drug problems. If you (or someone you know) are struggling to work drug free, call 1-800-662-HELP (1-800-662-4357) or visit www.findtreatment.samhsa.gov. Other sources of help are available at www.dol.gov/workingpartners. In addition, <ORGANIZATION NAME>’s Employee Assistance Program (EAP) provides confidential, short-term counseling and referral services as a benefit to employees. Their professionally trained counselors can be reached at <CONTACT INFORMATION>. Note: If an organization does not have an EAP, the last two sentences should be deleted. Sources of Help for Employees with Substance Abuse Problems <ORGANIZATION NAME> wants to remind all employees about the importance of being drug free to workplace safety and that there are organizations that provide free, confidential assistance to individuals who have, or know someone who has, a problem with alcohol or drugs. The following resources offer a good place to start: Substance Abuse Treatment Locator AlcoholScreening.org Al-Anon/Alateen Alcoholics Anonymous (AA) American Council on Alcoholism Cocaine Anonymous Nar-Anon Focus on Recovery Helpline National Council on Alcoholism and Drug
Dependence Hopeline In addition, <ORGANIZATION NAME>’s Employee Assistance Program (EAP) provides confidential, short-term counseling and referral services as a benefit to employees. Their professionally trained counselors can be reached at <CONTACT INFORMATION>. Note: If an organization does not have an EAP, the last paragraph should be deleted. A safe, healthy and drug-free workplace is everybody’s responsibility, and <CONTACT INFORMATION> wants to take the opportunity to educate employees about steps they can take to help a co-worker who may have an alcohol or drug problem. By knowing what to do (and what not to do), employees can play a powerful role in improving workplace safety and encouraging co-workers with alcohol or drug problems to seek help. Most of us know someone, perhaps a family member, friend or co-worker, who has been affected by alcohol or drug abuse in some way. Though some of the signs may vary by drug of choice, what you see that person doing and how you interact with him/her is often the same, regardless of the substance being used. Both on and off the job, symptoms of alcohol or drug use may be physical (chills, smell of alcohol, sweating, weight loss, physical deterioration); emotional (increased aggression, anxiety, burnout, denial, depression, paranoia); and/or behavioral (excessive talking, impaired coordination, irritability, lack of energy, limited attention span, poor motivation). It is important to note, however, that if an employee displays these symptoms, it does not necessarily mean he/she has a substance abuse problem. Signs that substance use may be a workplace hazard include:
For your own safety, it is important that you not tolerate such conduct by a co-worker using alcohol or drugs. However, this can be a challenge—sometimes it may seem easier to ignore the problem and unwittingly enable the employee’s behavior to continue. For example, you may cover up for a co-worker by providing alibis or doing his/her work; develop reasons why his/her continued use of alcohol or drugs is understandable; or just avoid contact altogether. Trying to take responsibility by throwing out the person’s drugs or making idle threats also tends to be ineffective. Worker alcohol and drug use cannot be taken lightly, especially in environments where workers rely on each other for safety. While supervisors can confront workers whose behavior affects their job performance, co-workers may be able to help before this occurs. However, it is important for employees to understand that it is not their responsibility to diagnose problems. Rather, they should observe behavior and focus on safety. Though notifying a supervisor may eventually be necessary, a co-worker may have significant influence using the right approach. If you suspect someone has a problem:
It is important to note, however, that even after confronting a co-worker using these steps, he/she may still be unwilling to accept or acknowledge the alcohol or drug problem. When you have done all you can and the person’s behavior is such that it directly affects you and your ability to do your job, it may be appropriate to involve others. This may mean taking your concerns about safety to a supervisor, who may have more options through the workplace to help the person get assistance. Note: If an organization does not have an EAP, the second and third sentences in the fourth bullet should be deleted.
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