Jay Sachetti joined Jeff O’Brien, partner at Husch Blackwell and Dyanne Ross-Hanson, president of Exit Planning Strategies talked about the market for mergers and acquisitions, exit planning opportunities for companies that don’t end up for sale and how companies can maximize their eventual sale price during an early October panel at the first Upsize on Tap event at Summit Brewing Co. in St. Paul.
When the state Legislature passed a law requiring employers to provide paid leave and safe time for employees, Justin Bieganek started hearing differing details from friends, colleagues and peers.
business builder human resources
by Andrew Wainwright Untreated drug addiction costs U.S. businesses $102 billion in lost productivity and profits annually, according to the National Mental Health Association.
The majority of those costs come not from treating alcoholism and drug addiction, but from the indirect costs of not treating them — health care bills for on-the-job injuries, absenteeism, workers compensation, disability claims and loss of productivity.
The hard facts from Minnesota’s Hazelden Foundation are that one in 10 employees has a drinking problem, and almost a third of these drinkers use illicit drugs. These are not somebody else’s employees; these are your employees. And although drug addiction is their problem, at the end of the day it’s your company.
The most successful business owners recognize that addiction affects nearly every company, and boldly take steps to manage that risk. Here are seven cost-effective rules every Minnesota business can follow to understand, intervene, treat and return employees struggling with addictions to the workplace.
Educate your workforce about addiction and treatment.
Enact an ongoing, monthly addiction education program for all employees, from managers to rank-and-file. Address the risks — such as accidents, theft and loss of productivity — surrounding drug abuse, both on and off the job.
Educational programs that focus on reducing the stigma of drug and alcohol-related problems help clear the way for treatment of employees who otherwise would fear accessing treatment when they desperately need it.
Promote company use of employee assistance programs.
An Employee Assistance Program (EAP) can provide training for supervisors, addiction awareness programs, confidential assessment and screening for employees, access to substance abuse treatment, and help returning to work for those in recovery.
Yet many employees believe that if they approach their company’s EAP for help or attempt to access treatment through their health plan, their employer will find out about their drug problem and their career will be jeopardized. It’s an employer’s responsibility to educate employees about the availability, benefits and confidentiality of the process.
Create a workable drug and alcohol workplace policy.
Every company should have a drug- and alcohol-free workplace policy that reflects its own values and ambitions. See the tip box for its components.
Intervene through prevention.
Be proactive when you discover an employee struggling with alcohol or drugs. Too many companies hope that the employee will get better or hit bottom before considering an intervention. A well-executed intervention involves co-workers, colleagues, close friends, family members, and others who come together with a professional facilitator to present their concerns regarding your employee’s behavior.
Having participated in literally hundreds of interventions, I can attest that few addicted employees can stop self-destructive behaviors on their own. It falls to managers, supervisors and owners to make help available.
Invest in health care that covers treatment for addiction.
Only a fraction of Minnesota companies provide a comprehensive health care plan that contains full coverage for addiction treatment. A 2002 report by the George Washington University Medical Center analyzed employment-based insurance and found significant gaps in coverage for alcohol and drug treatment.
Most employee health plans don’t include coverage for treatment of drug addiction at the same level they are required to do so for treatment of other chronic health conditions like diabetes. Most often, health plans treat only the symptoms associated with addiction, offering to pay for just a limited detox and medical stability.
Truly appropriate coverage should include a protocol for 28-day inpatient treatment, and an investment in holistic treatment of the larger problem of addiction. Most importantly, your employees should be able to access inpatient care directly, rather than be asked to first fail at a lower level of care.
Welcome back employees in recovery.
Plan for an employee’s reentry into the workplace. If they have been out of the office or jobsite for a time, care should be taken to ease their transition.
Often employees in recovery feel ashamed to face their coworkers after time away for treatment. A series of back-to-work meetings can address employee concerns and set expectations on both sides. Be prepared to make accommodations for flexible scheduling, a workload ramp-up period, and ongoing health and wellness appointments.
Maintain a healthy corporate culture.
Ongoing education, open dialogue and a willingness to invest in proactive intervention are the hallmarks of a company actively looking to manage drug problems in the workplace. Effective intervention and treatment of addictions in the workplace can have a profoundly positive impact on your organization — and send a message to potential employees that your company truly cares about its staff and their families.
Alcoholism and drug addiction are preventable, treatable diseases. Implementing a successful drug abuse prevention program to ensure a productive working environment is an ethical and profitable business decision.
