<\/span><\/h2>\n\n\n\nAround 45 percent of full-time employees, with the exception of self-employed individuals, have access to an Employee Assistance Program (EAP) at their place of business.<\/p>\n\n\n\n
Employee assistance programs (EAP) (formerly Occupational Alcoholism Programs) are designed to help employees identify and address personal problems that may be affecting their job performance.<\/p>\n\n\n\n
While EAPs can offer a wide range of services, one of the most common is counseling for alcohol abuse. Alcohol abuse counseling can help employees to understand the root causes of their problem and develop coping mechanisms to deal with triggers and cravings. In addition, alcohol treatment counseling can provide a confidential space for employees to openly discuss their struggles with addiction and develop a plan for recovery.<\/p>\n\n\n\n
Counseling can also help employees to connect with resources such as 12-step programs or treatment centers. By providing support and resources to both employees and employers, EAPs can play a vital role in preventing and addressing alcohol abuse in the workplace.<\/p>\n\n\n\n
EAPs offer services that vary depending on the program. They usually train supervisors to recognize when employees might have a problem and then refer them to the EAP. The EAP will provide a confidential assessment and then refer the employee for diagnosis, treatment, and other assistance if needed.<\/p>\n\n\n\n
They will also work with community resources to provide any necessary services. Finally, they will conduct followup after treatment has been administered.<\/p>\n\n\n\n
Some EAP workers may collaborate with managed care companies. They would be responsible for liaising between the company and treatment providers.<\/p>\n\n\n\n
EAPs have been shown to be beneficial. A study of a large manufacturing company found that EAP-referred employees had better attendance, less job turnover, and used fewer sick days than those who did not use the EAP.<\/p>\n\n\n\n
The study also found that for every dollar spent on the EAP, the company saved $16 in health care costs and $13 in lost productivity. In addition, the company saw a reduction in workers\u2019 compensation claims and an increase in profits.<\/p>\n\n\n\n
While employee assistance programs can be helpful, it is important to remember that they are not a cure-all. They are one tool that can be used to address alcohol abuse in the workplace.<\/p>\n\n\n\n
<\/span>How to get started with an employee assistance program for alcohol abuse<\/span><\/h2>\n\n\n\nFor the employee, if you are interested in getting started with an EAP, talk to your human resources department or contact an EAP provider directly. They can help you determine if an EAP is right for you and provide information about how to get started.<\/p>\n\n\n\n
EAPs are often offered as part of an employee benefits package, so there may be no out-of-pocket cost for you.<\/p>\n\n\n\n
EAPs can also provide a variety of other services, including financial planning, and legal assistance. They can also help you find treatment for alcohol abuse if you need it.<\/p>\n\n\n\n
Many EAPs have 24-hour hotline that you can call any time, day or night, for support. Talk to your employer about getting started with an EAP today.<\/p>\n\n\n\n
<\/span>Alcoholics at Work: How Employees and Employers Can Cope<\/span><\/h2>\n\n\n\nThe effects of alcoholism can be far-reaching, impacting not only the individual struggling with addiction but also their family, friends, and coworkers. For those in the workforce, alcoholism can present a unique set of challenges.<\/p>\n\n\n\n
Employees who struggle with alcoholism may have difficulty maintaining regular attendance, meeting deadlines, or adhering to workplace rules and regulations.<\/p>\n\n\n\n
In severe cases, alcoholism can lead to on-the-job accidents or injuries. As a result, employers may find themselves grappling with how to best support employees with addiction while also ensuring a safe and productive workplace.<\/p>\n\n\n\n
There are a number of steps that employers can take to support employees with alcoholism. First, it is important to create an open and non-judgmental environment where employees feel comfortable seeking help.<\/p>\n\n\n\n
Employers should also be aware of the signs and symptoms of alcoholism and know how to access resources and support. Additionally, employers should consider implementing policies that are supportive of employees in recovery, such as flexible leave policies or employee assistance programs.<\/p>\n\n\n\n
While it is ultimately up to the individual struggling with alcoholism to seek treatment, employers can play a vital role in supporting employees through this process.<\/p>\n\n\n\n
By creating a safe and supportive environment, employers can help employees on the road to recovery while also maintaining a productive workplace.<\/p>\n\n\n\n
An alcoholic at work presents challenges for both the employee as well as their employer.<\/p>\n\n\n\n
<\/span>Summary<\/span><\/h2>\n\n\n\nEmployers should be aware of the signs and symptoms of alcoholism and know how to access resources and support. Additionally, employers should consider implementing policies that are supportive of employees in recovery, such as flexible leave policies or employee assistance programs.<\/p>\n\n\n\n
While it is ultimately up to the individual struggling with alcoholism to seek treatment, employers can play a vital role in supporting employees through this process.<\/p>\n\n\n\n
By creating a safe and supportive environment, employers can help employees on the road to recovery while also maintaining a productive workplace.<\/p>\n\n\n\n
<\/span>FAQ<\/span><\/h2>\n\n\n\n
\n
\n
<\/span>How do you handle an employee who is drinking on the job?<\/span><\/h3>\n\n\n
Be quiet and nonjudgmental. Do not make accusations but mention an employees unusual behaviour. When it becomes clear that a person is under the influence it is not time to resolve any performance concerns. Instead emphasize how important it is for employees to feel safe and secure.<\/p>\n\n<\/div>\n<\/div>\n
\n
<\/span>How do you prove someone is drinking at work?<\/span><\/h3>\n\n\n
“It’s safe to have a person take blood or breathalyzer tests unless there are no measurable signs of alcohol in their environment,” Shea said. The employer can refuse or require alcohol testing if it has “reasonably foreseeable consequences.” The Deputy Director of Alcohol<\/p>\n\n<\/div>\n<\/div>\n
\n
<\/span>What careers are associated with alcoholism?<\/span><\/h3>\n\n\n
The highest rates of alcohol consumption in named careers are: Mining: 16.5% Construction: 16.5% Accommodation and foodservice industry: 11.9% Arts, entertainment and recreation fields: 11.5% Services industry: 10.2%<\/p>\n\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n
References<\/p>\n\n\n\n
\n- Vicary, J.R. <\/strong>Journal of Primary Prevention<\/em> 15(2):99-103, 1994. <\/li>\n\n\n\n
- Blum, T.C., and Roman, P.M.Alcohol Health & Research World 16(2):120-128, 1992.<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"
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