Employers have enormous power to protect their businesses from the negative impact of substance abuse by educating employees and encouraging individuals with substance abuse problems to seek help. But for employees with substance addictions, getting help is just the beginning. How are employers identifying employees in need of help? What are employers doing to support recovering employees after intervention and treatment? This Webcast will look at a continuum of support employers need to provide to retain valued employees and improve the bottom line.

Elena Carr is a Program Analyst in the U.S. Department of Labor's Office of the Assistant Secretary for Policy. She serves as National Coordinator for the Department's Working Partners for an Alcohol and Drug-free Workplace program -- an outreach and information dissemination initiative to encourage and assist work organizations to implement drug-free workplace programs. Ms. Carr also represents the Department of Labor on various interagency policy working groups of the Office of National Drug Control Policy.

Ms. Carr has provided training and technical assistance to both labor unions and businesses regarding workplace drug and alcohol problems. From 1994 to 1997 Ms. Carr served as Director of the Substance Abuse Institute at the George Meany Center for Labor studies and she is also the former Director of Workplace Programs for the Corporation Against Drug Abuse (CADA). Prior to that she was the Employee Assistance Program (EAP) Coordinator for the Association of Flight Attendants, AFL-CIO.

Ms. Carr has a Masters degree in Industrial/Organizational Psychology.

Chat Transcript

Moderator: Our live Web chat will begin in 5 minutes.

Moderator: Elena Carr is a program analyst in the U.S. Department of Labor's Office of the Assistant Secretary for Policy. She serves as national coordinator for the Department's Working Partners for an Alcohol and Drug-free Workplace program, an outreach and information dissemination initiative to encourage and assist work organizations to implement drug-free workplace programs.

Ms. Carr also represents the Department of Labor on various interagency policy working groups of the Office of National Drug Control Policy.

Our topic today is Employers and Employees in Unison: Supporting Recovery Through the Workplace. Employers have enormous power to protect their businesses from the negative impact of substance abuse by educating employees and encouraging individuals with substance abuse problems to seek help.

But for employees with substance addictions, getting help is just the beginning. How are employers identifying employees in need of help? What are employers doing to support recovering employees after intervention and treatment? This Web chat will look at a continuum of support employers need to provide to retain valued employees and improve the bottom line.

Please note that the views and opinions expressed by non-CSAT staff members in the Web chats and Webcasts should not be interpreted as official CSAT policy, but, as the views and opinions of the individuals participating in these events.

Now we are ready for the first question that was submitted ahead of time.

Moderator: What can human resource staff do to address people who exhibit problem drinking/drugging behavior (coming to work drunk or high, calling in sick because of a hangover, etc.)?

Elena Carr: The most important thing that a human resource manager can do about people coming in exhibiting signs about alcohol or drug abuse is to make sure that the organization has in place a comprehensive drug-free workplace program to provide supervisors and managers with the tools they need to intervene appropriately.

In the short term if they don't have a program in place, human resource managers and supervisors can focus on the actual behavior and performance of the individual and intervene according to appropriate company policy. Ideally, that includes a drug-free workplace policy that clearly communicates to all employees that drug use on the job is not acceptable. It provides tools, possibly including drug testing, to help make supervisors make that determination. Even without such policies, a human resources manager can provide intervention based on inappropriate workplace behavior such as acting out conflicts with customers, failure to be at appropriate workplace, and intervene based on the facts without necessarily accusing the individual of drug use. We have information on our Web site that specifically provides human resource managers and others with steps to take for crises intervention, even if you don't have a program in place (http://www.dol.gov/dol/workingpartners.htm). At this Web site you will find a specific interactive tool called the drug free workplace advisor. This will lead you to the section on crises intervention.

Moderator: Another question that was submitted previously. We know that for many addicts relapse is a part of the recovery process. So why do DFWP programs only allow a one-time option for employees?

Elena Carr: Clearly addiction to alcohol and other drug is a relapsing disease, however, employers in the private section have a great deal of latitude as to how they choose to implement drug-free workplace programs. I don't think it is fair to say that all DFWP workplace programs offer one opportunity for treatment if drug use on the job is detected. Some offer two, three, or even more opportunities. Clearly the more enlightened employers recognize that it may be to their benefit to offer more than one chance to an employee who is addicted to alcohol or other drugs. Because given that opportunity they can be high performing employees. That said, there is also a valid argument for setting clear expectations for addicts and alcoholics so that they know the rules of the game because without the consequences, often a revolving door situation may occur. Neither of this will serve the employer who wants a reliable high performing employee, nor does it serve a person with an addictive disorder who needs those experiences of the consequences in order to strive and maintain their recovery.

concerned: Do employers ever recognize recovery success in performance reviews?

Elena Carr: Not that I am aware of. It really falls beyond the purview of an employer to evaluate or even recognize in a performance sense someone's recovery. It would be appropriate to recognize a recovering employee's high performance in relating to job performance standards, but it really should be left to treatment professionals to recognize and evaluate someone's success in treatment and recovery.

Max Horkheimer: Is it effective or appropriate to conduct an intervention in the workplace?

Elena Carr: Yes, I think that brief interventions that include referral to treatment can be appropriately conducted in the workplace. However, such an intervention would look very different from a traditional intervention that might be conducted by a treatment center involving family, friends, coworkers, etc. Employers need to recognize that their role is primarily monitoring job performance, and intervene based on that job performance. Whereas traditionally the term intervention used in the treatment context involves more directly confronting the individual with their drug using behavior and its consequences. Another intervention means that employers have available to them if they have a comprehensive and clear drug-free workplace policy is to use reasonable suspicion drug testing. So that supervisors who observe and document signs and symptoms of drug use rather than intervening and accusing an individual of drug use can make a referral according to company procedure for a reasonable suspicion test and based on the results of the drug test, make a referral for an evaluation and potential treatment with the aim being to improve job performance.

concerned: Are their workplace programs to support an employee's concerns regarding a member of their family's drinking/drugging behavior?

Elena Carr: Yes, there are workplace programs that can help employees deal with their families' drinking and drug behavior. Typically, employee assistance programs (EAPs) that are workplace-based intervention and referral services do often provide assistance for family members who might be experiencing alcohol or drug problems. In addition, EAPs are available to employees to get guidance and help in how they respond to their family members or loved ones drinking and drug behavior to both protect themselves from the negative consequences of their family member's behavior and to recognize their limitations and opportunities for intervening appropriately and effectively with that family member.

Moderator: This question was previously submitted. My workplace hosts a weekly happy hour on Fridays from 4-7 p.m. and I really feel like it sends out a mixed message, not to mention the possibility of my co-workers driving home drunk. Everyone else seems to love this "perk"...what can I do?

Elena Carr: Happy hours at the office are often a company tradition that many employees have enjoyed, but more and more we are seeing employers recognizing that practice does send mixed messages. And employers are finding that there are other ways to achieve some of the same good will without centering around the use of alcohol. As an employee, you have a couple of choices. One is to not participate, which understandably may be not the best choice, because a lot of unofficial work often happens at such gatherings. Another option is to use whatever means are available to you to suggest some healthier alternatives. Our Web site does in fact include specific tips for employers on how to have alcohol-free office parties and celebrations (http://www.dol.gov/dol/workingpartners.htm). When you go to that Web site, you will see a menu selection for special issue: impaired driving. If you click on that there is a lot of information about why employers need to be concerned about hosting such parties. There can be liability for supplying alcohol at the workplace if someone gets into a traffic accident under the influence. It also includes specific tips for office celebrations that are safe and sober.

fred adorn: Do different industries have different laws they need to follow? I was shocked to hear about the use of alcohol amongst the two airline pilots prior to their flight.

Elena Carr: There are no Federal regulations that govern all industries in the private sector regarding whether they implement drug- free workplace policies. A few industries are specifically regulated, and the transportation industry does in fact have a very comprehensive set of regulations that require alcohol and drug testing of its safety sensitive personnel. So although it is shocking to hear that even with a comprehensive set of regulations, incidents of alcohol or drug use can occur in such industries. It should be of comfort to know that the transportation industry does hold their personnel to a very high standard that includes random, unannounced testing of pilots, flight attendants, mechanics, and many others. And truck drivers, bus drivers, and others are tested based on reasonable individualized suspicion. Other industries also are subject to regulations that require drug testing, including the nuclear industry. But many others do not.

jane: I'm not a supervisor or an HR professional. What can I do about a co-worker that I suspect has a problem? I don't want to get him in trouble, but it's not fair if I have to cover for this person either.

Elena Carr: It is a little trickier to confront a co-worker than it is for a supervisor who has authority to monitor job performance to do so. However, on the other hand, co-workers sometimes have certain advantages by virtue of the nature of their relationship, possibly friendship, with their co-workers. Whereas, when confronting an employee a supervisor should stick strictly to job performance related behavior. Co-workers may sometimes be able to confront their co-workers in a less formal manner and not be as constrained by the line between work behavior and non-work related behavior. However, even as a co-worker, an important thing to remember is to not get into discussions with your co-workers as to what the appropriate level of drinking or drugging is. Particularly, which is often the case, if this is someone who you went out drinking after work with. What you need to do is be very clear with your co-worker as to what your concerns are. If you have to make excuses for them not showing up on time, doing their work, if a project has suffered, then clearly let your co-worker know it is unacceptable, and very important, you have to be willing and able and make it clear that you are not willing to continue covering up. There needs to be consequences: If your co-worker does not improve, you do have to be willing to get them in trouble, or at the least quit making excuses for that individual. Along with that it would be very helpful to offer your co-worker information about how he/she can get help if he/she has a problem with alcohol or drugs. This could be a referral to EAP if there is one or to community substance abuse treatment, or the number for AA and NA. So essentially, set limits as to what you are willing to do for that co-worker and offer a helping hand. Often peers and co-workers can be the most influential interveners.

CraigMills: What policies/programs are planned (at the national level) to increase employer support/services for substance abuse/dependence in their employees?

Elena Carr: The Department of Labor and several other Federal agencies, including CSAP, DEA, and SBA, have ongoing programs that seek to encourage employers to implement drug-free workplace programs. There are currently no plans at the Federal level to mandate employers to make drug-free workplace programs and services available. Rather, our approach is to provide employers with information that convinces them of the benefits of implementing a balanced and comprehensive drug-free workplace program. Such drug-free workplace programs at best ideally include five components. First and foremost, a policy should clearly state that drug use and alcohol abuse in the workplace is unacceptable, and what the consequences are for violating such policies. Policies should always be widely and clearly communicated to employees. Second, drug-free workplace programs should include opportunities for employee education about the dangers of alcohol and drug use, and education about help that might be available for people that have such problems. The third component is supervisory training to equip supervisors to appropriately and effectively intervene when job performance suffers or there is evidence of workplace drug use. The fourth component is an employee assistance program, to make sure that employees have a resource that can refer them to treatment as necessary and support them in recovery. And finally, drug testing as a means of deterring use and identifying individuals that violate company policy and ideally make referrals to treatment. Those are generally recognized as the five components that will create an environment that supports intervention and referral to treatment, as well as support to individuals in recovery by creating a healthy and drug-free workplace. The Department of Labor is also spearheading an initiative with its partner agencies, Office of National Drug Control Policy, U.S. Department of Health and Human Services, and the Department of Education to further explore ways of creating supportive workplaces where a drug-free workforce can thrive.

Daniel Quinn: How can I convince upper management to start an EAP program? It seems like they'd rather save $1,000 in the short term and not think about saving $100,000 in the long term.

Elena Carr: There is no magic way to convince an employer of the value of an EAP program, however, we at the U.S. Department of Labor have compiled a great deal of compelling information and stories of success in implementing drug-free workplace programs, including EAP programs (http://www.dol.gov/dol/workingpartners.htm). A good place to look once you get there is at Facts and Figures. Possibly suggest that your employer contact another employer who has experienced increased productivity and improved the bottom line as a result of their EAP. This might be a good strategy. Another strategy that we sometimes use is to suggest the employer calculate what it would cost them to lose a valuable employee to drug abuse and compare that to the relatively low cost of an EAP. Another plug would be to look at the various EAP organizations such as EAPA and EASNA that may have additional evidence of their value to present to your employer.

concerned: Do you know of any workplaces that host on-site AA or NA meetings?

Elena Carr: I am not aware of specific companies that do so, but I do know that the practice is very widely accepted. Generally, on-site AA meetings are most appropriate in large workplaces. An alternative type of workgroup that is more common is one that is sponsored by the EAP programs.

Moderator: Our hour is coming to an end; here are some concluding remarks from Ms. Elena Carr...

Elena Carr: I would like to thank all of the participants on the Web chat that have demonstrated an interest in supporting recovery through the workplace. I conclude by emphasizing that I believe the workplace is an excellent setting for making a real difference in the lives of people who experience problems due to alcohol and drug abuse. Because people value their employment and employers value and need their employees, it makes good sense to have programs and services available to create an environment where people get the help they need so they can continue to be valuable employees and productive citizens. I have had the opportunity to share with you the Department's vision of a balanced drug-free workplace program that we believe help creates a safe and healthy workplace. The challenge remains to provide employers with the information and tools they need to understand the benefits of a drug-free workplace program that supports recovery.

Moderator: Our hour has concluded. For more information, visit CSAT's Recovery Month Web site at http://www.recoverymonth.gov.

We would like to thank our host, Elena Carr from the U.S. Department of Labor for her participation in this online event, and thank our participants for their questions. This transcript will be available shortly so that others may benefit from the dialogue.

Join us for our next live Web chat on Wednesday, September 25 from 3 to 4 p.m. Our topic will be Speaking Out About Healthcare and Recovery, and our host will be Dr. Rodney Burbach from the Suburban Hospital Outpatient Treatment Services.