Health care changes provide an opportunity for employers to address substance abuse

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...

Keep Your Employees, but Lose Substance Abuse

Business owners often hesitate to implement substance free workplace and drug testing programs because they fear they will have to fire valuable employees. While this fear is understandable, we never recommend firing as the best course of action. Some of the main goals of a Substance Free Workplace program are to hire are retain quality employees and reduce the costs associated with turnover. Firing employees with substance abuse issues is in direct opposition to these goals. An effective Substance Free Workplace program employs the following tools to avoid having to fire an employee for substance use. Prevention, Prevention, Prevention Prevention. Prevention is the number one most effective tool in any substance free workplace program. Substance abuse prevention in the workplace can take many forms. Here are a few examples: Supervisor Training – Supervisors should be trained on recognizing and addressing the earliest signs of a substance abuse issue. There are indicators that an employee is struggling long before he is abusing substances on the job. There are also specific steps that supervisors can take to prevent the progression of addiction to the stage where firing the employee is considered. Employee Education – Employees should have a full understanding of the substance free workplace program, particularly its rationale, consequences and potential benefits to them. Employees with a solid understanding of the policy and program are much more likely to comply. They should also have an understanding of how substance abuse can affect the workplace, their health, and their families. In addition, employees should be educated on the self-referral process, including when and how to seek assistance. Many businesses post a self-referral...