Employee Assistance Programs (eap) and Employees Substance Abuse Problems

Though employers cannot outright diagnose one of their employees with a substance abuse problem, they should monitor their employees performance and refer employees that are having unusual performance problems to the company EAP. An employer can be a supportive branch for their employee, but they must make it clear to the employee that their job is on the line if they do not correct their behaviour.

Substance abuse can be a tough thing for an employer to handle, but employers should try to be as professional as possible while also providing supportive care for their employees. As stated, the employer cannot outright diagnose a problem, but they can keep a watchful eye out for signs of substance abuse. Indications of a substance abuse problem may be unexpected or unexcused absences or tardiness, frequent use of sick leave, missed deadlines or incomplete assignments, or a noticeable change in personality. While on the job employers should watch out for employees that are sleeping, being excessively loud or inappropriate, or being disoriented because they may in fact be intoxicated.

These signs may not be due to substance abuse in all cases, but employers should be willing to confront their employees when they think their may be a problem with an employees performance. Confrontation may be a difficult task for an employer, but as long as the employer takes a supportive and helpful role the situation should move smoothly.

Referring the employee to the EAP counsellor is the first step to recovery, but it does not always have to be the employer doing the referring. Employees should be aware of these assistance programs so they can take on the responsibility themselves to contact their companys EAP if they think they have a problem.

The counsellor will assess the situation and decide what kind of treatment is necessary for the individual. Employees do not need to worry for these counsellors are strict professionals and all meetings are confidential. If extended treatment is needed the employee should understand that while away for treatment they are not in any danger of losing their job because their leave of absence is an approved leave of absence.

Employees with substance abuse problems should not be penalized because they are seeking help. It'shows tremendous courage for a person to step up and take responsibility for their substance abuse problem. Employers should be supportive of the situation as long as the employee is making a conscience effort to help themselves. When the employee eventually returns from treatment it is usually a wise decision to have a conference with the employee, EAP counsellor, and a member from the treatment program.

This conference can provide an overview of the employees progress in treatment and any additional scheduling or other work related situations. Substance abuse is a serious problem that can be dealt with in a professional and supportive manner with the benefits of employee assistance programs. Employers and employees should familiarise themselves with their employee assistance programs in case a problem surfaces the situation can be handled effectively.