Substance Abuse in the Workplace - Essay Example

Running Head Substance Abuse in the Work Place Substance Abuse in the Work Place Introduction Substance abuse is one of the main problems affected workplace. This problem becomes a real burden for many factories and manufacturing corporations employed low class and unskilled worker. Substance abuse is not an individual problem but a social one caused by poverty and inability to find a well-paid job. Substance abuse has a negative impact on productivity and employee relations, health and safety conditions. Thesis In order to solve the problem substance abuse in a factory, managers and human resource department should develop a complex approach including laws and regulations, strict organizational policies and provide workers with social and economic support. Substance Abuse The first step is problem identification. Drug and alcohol abuse are the nation's number one health problem and the biggest detriment to productivity levels. Substance abuse is detrimental to both the employer and the employee. The cost of employees' substance abuse to business has been well documented. Drug and alcohol abuse is costing American business $39.1 billion annually in lost productivity; the human economic cost may well exceed $100 billion a year. The employer pays with lowered productivity, increased health care costs, increased accidents and absenteeism, and in many instances eventual loss of a valuable employee. The employee pays with the loss of his or her health, increased financial and family problems, loss of respect, and often his or her job (Ammerman 1999). According to some reports, about one fifth of the workforce may be affected by personal problems of one kind or another. Whether caused by substance abuse difficult working conditions, or personal problems at home, the effects of these problems on productivity can be high, and the costs to the employer can be great. Further, some kinds of "disabilities" may be protected by law from arbitrary employer reaction. Employee assistance programs have become increasingly common means for confronting these problems in a constructive, legal manner. There are a variety of issues, though, to be addressed if supervisors are to be able to take effective advantage of intervention programs. Risk Factors associated with Substance Abuse at Workplace The main risk factors associated with substance abuse at the workplace are injuries and safety concerns. On the one hand, alcohol abuse increases the risk of cancer at several sites. Most notably, abuse is responsible for 75 percent of the deaths from cancer of the esophagus and 50 percent of those from cancer of the larynx and the lip/oral cavity/pharynx. It also contributes to cardiovascular, respiratory and digestive system diseases and to fatal mental disorders. Not all alcohol-related injury deaths involve alcohol abusers; simple misuse is sometimes the culprit. Reviewing accidental deaths in New Jersey, Haberman found that although 53 percent of traffic fatalities and 47 percent of nontraffic fatalities showed evidence of alcohol use, that is the decedent had a Blood Alcohol Count (BAC) of 0.01 percent or greater, autopsies revealed that only 34 percent of the accident victims with positive BACs were alcoholics. Another interesting finding was that 29 percent of the accidentally killed alcoholics had BACs of 0.00 percent--that is, they had not been drinking prior to their death. Yet their accidental death rate far exceeded that of nonalcoholics. Their physical and psychological characteristics, such as hangovers, seizures, visual disturbances, impulsiveness, distractability and aggressiveness, possibly make alcoholics more accident-prone even when sober. Roughly 20 percent of all alcohol-related deaths result from motor vehicle accidents (Ammerman 1999). Alcohol is also implicated in intentional injury deaths. That it has been demonstrated to increase aggression and induce depression partly explains its involvement in 46 percent of the homicides and 28 percent of the suicides, totalling 9,107 and 8,552 respective deaths. A Pennsylvania study found alcohol involvement in 46 percent of suicides. In addition, researchers estimates that 60 percent of suicide attempts might be directly or indirectly related to alcoholism (Hanson, 1990). Social Problems Caused by Alcohol Misuse Alcohol misuse imposes such great and varied costs on society that it would be a disservice to simply quantify them and express them in monetary terms, if that were even possible. Alcohol misuse takes a dreadful human toll as well as a heavy fiscal toll. This must not go unrecorded. The American Psychiatric Association claims that as many as 40,000,000 people in this country are indirectly affected by alcoholism through family ties to either an alcoholic or to a person killed or injured by an alcoholic. Advocates of improved clinical services to "alcoholic families" contend that for every alcohol misuser, five other persons suffer directly. And alcoholabusing employees cause employers, and the economy in general, to suffer enormous losses. Thus the psychological, physiological and occupational impairments of alcohol abusers impact on virtually everyone (Kronson, (1991). Underreporting also misrepresents the relationship between alcohol and criminal aggression, especially when the aggression involves acquaintances or is relatively minor. Also, since numerous psychological and sociodemographic factors contribute to violent behavior, it is not possible to definitively determine alcohol's role. Yet alcohol's involvement in antisocial aggression is obvious and extends beyond mere barroom brawling. Their treatment is comprehensive and excellent in many respects, yet it appears to greatly underestimate the cost of alcohol-related motor vehicle accidents. The cost of alcohol-related crashes is disproportionately large. Although they comprise only 10 percent of police-reported crashes, they account for a third of all crash costs chance of survival. Thus Miller estimates the alcohol-related crash cost to be about $100 billion a year, far more than the $2.9 billion estimated (Lasher and Grashof, 1993). Psychological Factors and Threats to the Factory The full effects of substance abuse on aggressive behavior are incredibly complex given the pharmacological choices available. However, since alcohol abuse is by far the most prevalent, we explore its effects here in greater detail. Berkowitz (1993) reviews research indicating that the critical effect of drinking on aggression is "alcoholic myopia." When drinking, one pays attention only to the most immediate and obvious cues of the situation. In addition, one is less able to process effectively and understand the cues one does perceive. This will result in a condition very close to impulsiveness as one becomes shortsighted (myopic) and starts reacting based solely on the immediate situation and feelings. Other researchers argue similarly. Alcohol does not so much increase violent feelings as reduce the long-term inhibitions against their expression (Moos and Moos, 1998). Most drinkers imbibe moderately, generally defined as taking 60 or fewer drinks in one month. Known as social drinkers, they experience no serious long-term alcohol-related health or social problems. Cessation of use presents no difficulties. However, these drinkers may occasionally engage in high-risk alcohol use, such as driving while intoxicated.Alcohol abusers drink more heavily and more often engage in binge drinking, that is, ingesting more than five drinks in one drinking episode. Referred to as problem drinkers, their acute and chronic high-risk alcohol use often results in serious adverse consequences to themselves and to others. Alcohol abusers who are physically dependent on alcohol are known as alcoholics or alcohol-dependent persons. They crave alcohol, have an impaired ability to control their drinking and suffer withdrawal when consumption is discontinued (Reed 2001). Programs and Interventions Employee Assistance Program will include a diagnosis of the problem, some kind of intervention to stabilize and treat the problem, plus follow-up support and assistance. Depending on the kind of Employee Assistance Program, referrals to other helping agencies may also be made. An Employee Assistance Program may be structured in several different ways. For example, the company may employ someone on a full-time basis to offer EAP services in-house. Or, the Employee Assistance Program may be an independent group of professionals whom employees may call for assistance. Employee Assistance Program may also refer their clients to other, more specialized treatment facilities. The services provided by an Employee Assistance Program may or may not be covered by the health insurance plan offered by the employer. If the employer has a plan that covers certain treatments, the charges may be handled according to the requirements of the plan. Often, though, the employer assumes the costs of some initial visits to the Employee Assistance Program. To work most effectively, certain organizational conditions should be met. First, top management should support the Employee Assistance Program (Reed 2001). Second, the availability and use of the Employee Assistance Program should be documented in company policy and communicated to employees. Third, the individuals staffing the Employee Assistance Program should be professionally trained. Fourth, managers and supervisors should be trained in how to use the Employee Assistance Program. Finally, the Employee Assistance Program should be evaluated for how well it is serving the needs of the organization and its employees (Armstrong, 2001). Testing Substance abuse testing is allows by the Employment legislation. Several areas of controversy have emerged regarding drug testing in the workplace. One area of conflict involves the employer's right to investigate and enforce rules in the workplace and the employee's obligation to cooperate in this endeavor (Reed 2001). The controversy arises when the rights of the employer and the obligation of the employee come into conflict with the individual's rights to privacy and due process (Fourth Amendment protection against unreasonable search and seizure), which includes the right not to incriminate himself or herself (Fifth Amendment). Another area of conflict arises on precisely what to do when an employee tests positive for drug use. Finally, there is the question of the reliability of the test itself.. The most popular form of screening current and potential employees for substance abuse is by means of urinalysis. This test cannot determine whether a person is a chronic abuser or might just have been exposed to it. Traces of THC (tetrahydrocannabinol) will show up in urine if a person is exposed in a closed room with marijuana smokers (you might ask why a nonuser would be in a closed room with heavy users), and certain prescription drugs and varieties of herbal teas sold in the United States will result in positive findings for cocaine urinalysis (Armstrong, 2001). Supervision Any actions taken by supervisors should be in response to an employee's poor job performance and not because of perceived or suspected problems. However, this means that the supervisor must be prepared to document poor job performance. Likewise, a supervisor should know when and how an employee can be removed from a job assignment when danger seems likely due to erratic or unstable employee behavior. A progressive discipline policy typically identifies a series of steps that would usually be followed in dealing with job performance problems (Moos and Moos 1998). There can be exceptions for extreme, serious problems. In general, the procedure should be followed. Wavering from the procedure can invite claims of unfair treatment. An employer may mandate intervention programs participation by specifying it as a step in a progressive disciplinary procedure. If an employee is participating in an EAP, though, minimum performance standards can be maintained, and an employee generally held accountable for meeting those standards (Reed 2001). Usually it follows several steps, such as (1) the supervisor documents the effects, at work, from the employee's use of alcohol; (2) the supervisor discusses this with the employee and offers help; (3) the supervisor recommends, and may even require, the employee to participate in a rehabilitation program (such as Alcoholics Anonymous); and (4) if step (3) is not taken by the employee, the supervisor advises the employee that the consequence of not participating in a rehabilitation program may be the loss of his or her job.The use of alcohol is not illegal, while the use of drugs in any amount is illegal. As a result, the same four steps listed above for alcohol abuse and assistance also can be used for drug use and assistance; however, additional steps are also recommended (Armstrong, 2001). Promotional activity should also be restricted, though it is not dear exactly how. Alcohol is, and should remain, a legal product. Moderate use in low-risk situations can enhance life's pleasure. And the musical events beer companies sponsor, from rock to country, are greatly appreciated. But it is no coincidence that they appeal primarily to young people and that they are as much commercials as concerts, with company logos on every possible surface and on tee shirts and baseball caps, which are distributed at little or no cost (Moos and Moos 1998). The following areas of additional or modified control are recommended: At the very least, the company should have a policy that addresses the use, possession, and sale of drugs and alcohol on company property. The policy should also include remedial action that will be taken with the employees if they fail to adhere to and abide in the policy. Prominently display the drug and alcohol policy and require employees to read the policy periodically and sign that they have read it and will abide by it. Advise the employees, through drug and alcohol training programs, of the dangers and consequences of use and abuse of alcohol and drugs. Present it in a medical and safety context. Include a drug testing requirement in any employment contract, after first advising the employee that drug testing will be part of the contract. Develop a policy on rehabilitation and employee assistance (Moos and Moos 1998). Confirm a positive screen test with one of the accurate gas chromatography or mass spectrometry methods, especially if the data might be needed in court at a later date. Do not fire a person after only one positive test. Deal only with test laboratories that are known and certified for doing the types of testing the company needs. Establish a "chain of custody" in taking and handling samples since people's lives and careers are at stake. Conclusion In sum, substance abuse in the workplace should be seen as a social problem caused by social factors and working conditions. In order to solve the problem stop management should develop a complex approach including laws and regulations, strict organizational policies and provide workers with social and economic support. Careful records must be kept, including who took the sample, anyone that handled the sample, where it was stored, and how it was tested. Practice good employee relation techniques. Neither drug nor alcohol problems will go away overnight; however, every attempt possible must be made to control them. Continued education is needed as is continued help. References 1. Armstrong, M. (2001). Human Resource Management. 8th edn. Kogan Page. 2. Ammerman, R.T. (1999). Prevention and Societal Impact of Drug and Alcohol Abuse. Mahwah, New Jersey London. 3. Hanson, D.J. (1990). Alcohol Education What We Must Do. Praeger Publishers. 4. Kronson, M. E., (1991). Substance Abuse Coverage Provided by Employer Medical Plans. Monthly Labor Review, 114 (1) , 3. ProQuest Database. 5. Lasher, H. J., Grashof, J. E. (1993). Substance Abuse in Small Business: Business Owner Perceptions and Reactions. Journal of Small Business Management, 31 (1), 65. ProQuest Database. 6. Moos, R.H., Moos, B.S. (1998). The Staff Workplace and the Quality and Outcome of Substance Abuse Treatment. Journal of Studies on Alcohol, 59, (1), 43. ProQuest Database. 7. Reed A. (2001). Innovation in Human Resource Management. Chartered Institute of Personnel and Development. Read More