Apr 10, 2015 | Culture, EAP (Employee Assistance Program), Employee Retention, Health Care, Policy, Return to Work Agreements, Substance Free Workplace Blog |
Many businesses want to be tough on substance abuse, so they enact a zero tolerance substance abuse policy. Although these policies may remove that substance abuser from their workplace, they do little to address the issues of substance abuse in the community. Instead of offering a solution to substance abuse, these policies essentially just make it somebody else’s problem. There are some businesses for whom I do recommend a zero tolerance policy, but in general, I advise businesses to establish a more effectual Substance Free Workplace program. Here are some reasons that a zero tolerance policy is problematic: 1. Employees “work the circuit” Although it is possible for a job loss to prompt an individual to seek treatment, it is much more likely that he will simply seek new employment. As a result, employees who leave one workplace for substance abuse issues will often just end up in another workplace. The employer who fired that employee hasn’t eliminated the safety risks of an impaired worker, he has just sent them to a different location. Likewise, he may be employing individuals who have already been fired from another workplace. We often come across individuals who are “working the circuit” and moving from one place of employment to another while continuing to struggle with substance abuse. Substance abuse remains an issue for the business community. 2. Individual struggles An individual struggling with addiction needs support and resources to enter and sustain recovery. They may also need motivation and accountability. A workplace is able to meet all of these needs through an EAP program, health insurance, supervision, follow-up drug testing, peer support, etc. The employer is in a unique position to identify...
Sep 2, 2014 | Health Care, Prescription Drug Abuse, Substance Free Workplace Blog |
If I were addicted to pills, I would work in home healthcare. I’m sure I’m not the only one who has had this realization. There are many reasons that home healthcare is the perfect job for anybody with an addiction to prescription medication: Access to Prescription Medications: Most individuals who need homecare also need various types of medication. The individuals providing their care often have direct access to those medications. When a care provider takes the medication (either for their own use or to sell), it is called diversion. Vulnerable Population: The victims of drug diversion may not realize that their medications are being stolen or they may not be able to advocate for themselves. Lack of Supervision: Homecare providers generally lack direct supervision. Lots of “Traffic” in the Home: An individual receiving home health services typically has lots of different service providers coming in and out of their home: personal attendants, visiting nurses, hospice counselors, cleaning services, meal delivery, caseworkers, etc. When drug diversion is recognized, it is very difficult to determine who is responsible. Abundant Entry Level Work: Many homecare positions are entry level and may require little to no training. Additionally, most areas have a multitude of homecare providers to work for. If a provider gets caught by one company, she can simply move to a different one. Most types of homecare providers are not subject to any formal tracking system. If I Were a Home Healthcare Provider, I Would Protect my Clients from Prescription Diversion Any employer providing any type of homecare or home healthcare should take extra precautions to ensure the safety of...
Jul 29, 2014 | Health Care, Resources, Substance Free Workplace Blog |
DISCLAIMER: This post is not political in nature, but simply a discussion of how changes mandated by the ACA affect access to substance abuse treatment. There are many employers who, out of compassion, allow substance abusers to continue to work without intervention. They want to do what’s best for the employee, but can’t afford to pay for their treatment. As a result, the problem remains unaddressed which is unfortunate for both the employee and the business. The employee’s addiction progresses and the quality of their work and their quality of life deteriorate. The Affordable Care Act has mandated changes to health insurance that will provide employers with more options for addressing substance abuse. Access to substance abuse treatment will increase on three levels: Increased Health Insurance Coverage: More employees will have access to health insurance either through the individual market or through small group coverage. According to HHS.gov, approximately 48,000 individuals have enrolled in health insurance coverage through the individual marketplace or the expanded Medicaid system. In addition, businesses with fewer than 25 employees qualify for a 50% tax credit for providing health insurance coverage to their employees. Once an individual is covered by a health insurance plan, an employer is able to intervene and refer them for treatment. Substance Abuse Treatment Covered at Parity: The ACA expands the Mental Health Parity and Addiction Equity Act of 2008 which requires mental health and substance abuse disorder coverage to be comparable to coverage provided for other medical issues. Not only does this parity increase coverage for substance abuse disorders, but it recognizes addiction as a disease (as opposed to a...
