What Employers Can Do for Addicted Employees

Running and managing a business is no small feat. It takes discipline, determination, and sacrifice. Managing a workforce can be challenging and takes solid procedure, intelligence, and maintaining quality relationships. Addiction in the workplace can affect employers as well as employees. When it comes to addicted employees, employers may find themselves struggling with their legal and emotional intelligence. Therefore, it is essential to learn what employers can do for an addicted employee.

Employees should keep a few key factors in mind when determining how to handle an addicted employee:

If an employee is suspected of substance abuse, it is vital to ensure the employee’s safety. This step could include removing employees from the workplace.

An employee can be dismissed or fired for consuming illicit drugs or alcohol while working. However, if the employee enters a rehabilitation facility, firing the employee is prohibited once the treatment has begun.

Substance dependency is protected under the Americans with Disabilities Act, which means certain actions towards the employee are prohibited.

…an estimated 22.4 million people ages 18 or older are illicit drug users.

According to the Substance Abuse and Mental Health Services Administration, an estimated 22.4 million people ages 18 or older are illicit drug users. Of these illicit drug users 68.9% of which are employed. Additionally, 79.3% of adult binge drinkers are employed. With these rising numbers in substance abuse, it is important to know the signs of addiction and understand the importance of maintaining a safe work environment.

It is highly recommended that employers implement a workplace drug and alcohol policy, and under certain circumstances must comply with the Drug Free Workplace Act. This policy should ensure the safety and confidentiality of the employees, and clearly state the employer’s stance on substance use in the workplace.

The Americans with Disabilities Act of 1990, or ADA, ensures that recovering addicts are legally protected. However, illegal drug use or alcohol use is not protected under the ADA. An employer may discipline or fire an employee if the use of drugs or alcohol negatively affects job performance or compromises workplace safety. Addicted employees may be held to the same performance and safety standards as other employees.

In cases where drug or alcohol use is considered to be an issue, take certain steps to ensure they are legally compliant. The Substance Abuse and Mental Health Services Administration provides a basic list of steps to take in these circumstances. These steps include:

Consult an attorney

Set penalties

Provide proper training

Documenting performance and incidents

Protect privacy

What Are The Signs Of Addiction?

Recognizing the signs and behaviors of substance abuse can be difficult. Some symptoms are common with other illnesses and medical conditions. Common signs of addiction include:

Frequent absences at work

Poor performance

Low motivation

Low energy

Weight loss

Red eyes

Unkempt appearance or lack of grooming

Changes in behavior such as irritability or avoidance

Poor relationships with co-workers

Money issues

Begin The Conversation About Addiction

If an employee is displaying signs of addiction, addressing the issues in an appropriate and compassionate way is a vital step in this process.

If an employee is displaying signs of addiction, addressing the issues in an appropriate and compassionate way is a vital step in this process. It is best to approach an employee to address the symptoms of addiction the employee is displaying instead of accusing the employee of addiction outright. If these symptoms are confirmed with a failed drug test, it is at the employer’s discretion the appropriate consequences. Showing understanding and encouragement could help ensure positive results.

A company policy that approaches addiction as a health matter and encourages rehabilitation and treatment could positively affect the workforce. This is a crucial step to removing the stigma of addiction and fostering favorable outcomes. It is important to note that a failed drug test disqualifies employees from the protection of the ADA while seeking rehabilitation ensures the protection of the ADA.

Employers can help struggling employees in many ways. Here are examples of ways employers can help addicted employees:

Educating staff on addiction can be beneficial in creating a culture of understanding. Substance abuse programs that specialize in removing the stigma around addiction are available. These programs ensure that staff members are adequately trained on how to approach addicted employees.

Create and implement a company drug policy that is tolerant and understanding. For example, an appropriate policy could allow time off or hold an employee’s position while seeking treatment. In addition, create a policy that outlines procedures on drug testing and penalties.

Ensure the employee that, regardless of the outcome, the employee’s confidentiality will be maintained. For example, only discuss the issues in private, and request another member of management to serve as a witness.

The ongoing stigmas that exist around addiction frequently contribute to a lack of treatment and negative outcomes. In addition, the stigma causes people who struggle with addiction to feel ashamed of the situation. Removing the stigma around addiction can lead culture in the right direction.

Addiction can often result from underlying issues such as mental illnesses, poor relationships, or medical problems. Addiction is a symptom and can be complicated. One way to remove the stigma from work culture is to open up the conversation about the underlying causes of addiction. Provide support and encourage addicted employees to open up without shame. Fostering an understanding and educated environment will help remove the stigma and the shame or guilt that comes with it.

Addiction in the workplace can be a difficult situation to manage. Therefore, it is important to have an educated staff who understands these legal and moral obligations. The Society for Human Resource Management guides substance abuse policy and legal responsibility. In addition, the Substance Abuse and Mental Health Services Administration provides a wealth of information around substance abuse and basic guidance for workplace policy and assessment.

In the case of an emergency such as thoughts of suicide, encourage employees to seek out the nearest emergency room or call The National Suicide Prevention Lifeline at 1-800-273-8255. The National Suicide Prevention Lifeline is available twenty-four hours a day and provides support and prevention for people experiencing a crisis. It is entirely free and confidential.

Several varying aspects of one’s life could lead to a substance abuse disorder. These factors can be either environmental or emotional, though it is often a combination of several that can lead someone to addiction. One common contributing cause is experiencing trauma. Recovery from trauma can be painful and cause debilitating symptoms. Symptoms that many cope with through substance abuse. The connection between trauma and addiction is multifaceted and often complex. The dual diagnosis of trauma and substance abuse have their own unique needs during recovery, as one is not just recovering from substance abuse but also treating one of the root causes of the addiction.

Trauma is one’s emotional response to an emotionally or physically disturbing experience or series of events. Trauma can be experienced by anyone regardless of age, gender, or other social identities and is common among adults and children.

Experiencing a traumatic event, or events, can have long-term effects and could physically change how parts of the brain function. Studies show significant changes in the Amygdala, which regulates the “fight or flight” response, and the Cortex, which regulates reactivity and impulse control. The cortex functions are also heavily affected by substances like alcohol and drugs.

Types of trauma cover a wide range of events and can be caused by either witnessing or experiencing them. Types of traumatic events include:

Physical abuse

Emotional/verbal abuse

Sexual assault or abuse

Economic hardship

War/terrorism

Gang/random violence or assault

Natural disasters

Accidents

Death or illness of loved ones

Illness and hospitalization

Post-traumatic stress disorder (PTSD) is a mental disorder that develops after experiencing trauma. An estimated 3.5 percent of adults in the US develop PTSD, and approximately 1 in 11 people will be diagnosed at some point in their life. According to the National Center for Post Traumatic Stress Disorder, it is common for people to experience traumatic events. Approximately 60 percent of men and 50 percent of women in the US experience at least one traumatic event in their lifetime. Furthermore, it is estimated that 14 to 15 percent of children and teenagers experience at least one traumatic event before reaching adulthood.

Invasive and uncontrolled flashbacks, memories, and images.

Extreme reactivity and arousal, causing excessive anger, irritability, irregular sleep, anxiety.

Invasive guilt and sadness

Avoidance of triggering places or people.

Reactive Attachment Disorder

Adjustment Disorders

Disinhibited Social Engagement Disorder

Acute Stress Disorder

Trauma symptoms could become debilitating and cause severe problems in everyday life if not treated effectively. These symptoms can vary in both severity and response time. Though trauma doesn’t directly lead to substance abuse, it can be a precursor.

Persistent symptoms of trauma and the physical effects on the brain can lead to addictive behavior. The exact reasons are complex but stem from a desire to control and suppress the outcome of traumatic experiences. Victims of trauma could attempt to stifle or repress their trauma symptoms, whether it be pain and physical discomfort or elevated fear and anxiety.

A survey on adolescents in treatment for substance abuse found that 70 percent were the victims of a traumatic experience. Furthermore, studies also show the prevalence of comorbidity of PTSD and substance abuse disorders. An estimated 59 percent of young people diagnosed with PTSD develop substance abuse issues.

A dual-diagnosis treatment plan, an integrated treatment plan that addresses both substance abuse disorders and mental health disorders such as PTSD, is considered the most effective.

It can, at times, be challenging to receive dual-diagnosis treatment if the comorbid conditions are not correctly diagnosed. Some facilities only specialize or offer treatment for either substance abuse or mental health disorders. The overlap of these disorders could cause symptoms that negatively impact each other. But, when properly diagnosed, dual-diagnosis treatment plans address the comorbid disorders and their potential effects on each other. A dual-diagnosis treatment plan is often more personalized and accommodating to each individual, potentially leading to better outcomes.

It is important to know that help is available when it comes to addiction and mental health. If you are in need of information and available resources, Silicon Beach Treatment Center is available to assist you on your path to recovery.

For more information, please call 833 LA-REHAB (833-527-3422).