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 The National Clearinghouse for Alcohol and Drug Information (NCADI)
report that US companies lose $100 billion a year due to alcohol
and drug-related abuse by employees. How is the money lost?
NCADI also explains that losses are experienced through
absenteeism, on the job accidents, errors in judgment, legal
expenses, medical insurance claims, illness rates, decreased
productivity, and employee morale. Alcoholism alone is
estimated to cause a loss of 500 million workdays annually.
According to a 2003 workplace addiction survey by The Hazelden
Foundation, 80% of heavy drinkers are employed, 81% of adult
binge drinkers are employed and, 76% of illicit drug users are
employed. This means over time many employers find themselves
needing to address the issue of substance abuse with an
employee. Employees who struggle to balance work and substance
use/recovery/relapse issues may be unsure if they should confide
in an employer or unaware of how to seek help.
Both employees and employers need to be aware of the laws that
affect substance abuse in the workplace. According to the Drug
Free Workplace Act of 1988, some federal contractors and all
federal grantees must provide a drug-free workplace as a
requirement of receiving federal dollars. A drug-free workplace
is an employment setting where all employees adhere to a program
of policies and activities designed to provide a safe workplace,
discourage alcohol and drug abuse and encourage treatment,
recovery and the return to work of those employees with such
abuse problems (SAMHSA – Division of Workplace Programs).
But even if it is not mandated, a Drug-Free Workplace is an
asset. It helps establish clear guidelines of expectations,
consequences, and how employees can find help. The Americans
with Disabilities Act (ADA) protects the rights of some
employees with substance issues and the Family Medical Leave Act
(FMLA) mandates up to 12 weeks unpaid leave for workers who have
been with the qualifying company for at least 12 months. More
on
Drug-Free
Workplace Act. More on ADA. More on
FMLA.
If the company offers its employees an Employee Assistance
Program (EAP), employees can contact the EAP themselves or be
referred there by their supervisor to receive substance abuse
treatment. EAPs offer a starting place to begin to look at
issues and get help. Depending on the number of sessions and
services available, the EAP may refer a person to additional or
ongoing services. More on
EAPs.
Though the discussion of drug testing, disclosure of addiction,
and substance abuse treatment may be avoided by employees and
employers alike, it is clear that untreated addiction costs
employers money. According to the 2003 Workplace Addiction
Study, the costs of replacing an employee can be one to two
times the person’s annual salary once the time and energy needed
to replace the position is calculated. And, of course, for the
employee untreated addiction can be a progressive and fatal
disease.
The Next
Step
Editor: Leanne
Murray
Writer: Cathy Swing
Designer: Virginia Hart
Partnership for a Drug-Free
NC
665 W. Fourth Street
Winston-Salem, NC 27101
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