Addiction in the Workplace: Accommodation and Prevention

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1 Addiction in the Workplace: Accommodation and Prevention Ron Beach Addiction Prevention Health Promotion, Disease and Injury Prevention Population & Public Health Alberta Health Services

2 Objectives Look at the impact of substance abuse on workplace health and safety Understanding responsibilities related to the Occupational Health and Safety Act Prevention of alcohol and drug related problems in the workplace Steps to effectively support accommodation in the workplace Alberta Health Services, Addiction and Mental Health: workplace services available for the employee, co-workers, and family members 2

3 Drugs Overview 3

4 Addiction or Dependence When it causes problems and the person continues to use Alcoholism and drug dependence are considered mental disabilities under the Human Rights Act, which legislates a duty to accommodate disabilities. 4

5 Substance use affects in the workplace include: Individual Greater risk for injury Sick more often Lost wages Demotion or loss of job Co-workers Unsafe work environment Having to cover for coworker Increased stress Reduced morale 5

6 Costs of substance abuse to the Alberta economy $1.8 Billion Tobacco $1.6 Billion Alcohol $1.0 Billion- Illegal drugs Canadian Centre on Substance Abuse:

7 Productivity Losses in Alberta, 2002 Illicit Drugs $607.5 Million 22% Tobacco $1.3 Billion 47% Alcohol $854.6 Million 31% 7

8 Pot is ok right?? 8

9 9

10 Performance management and other related duties 10

11 If left untreated, substance use and gambling problems in the workplace contribute to: Unsafe work practices, accidents and increased risk of injury Depression, stress, reduced morale and other emotional problems Increased absenteeism, higher workers' compensation and insurance costs Alcohol- and drug-related illness 11

12 12

13 Occupational Health and Safety Act: Every employer shall ensure, as far as it is reasonably practicable for the employer to do so, the health and safety of workers and Every worker shall take reasonable care to protect the health and safety of the worker and of other workers 13

14 Criminal Code of Canada - Section Every one who undertakes, or has the authority, to direct how another person does work or performs a task is under a legal duty to take reasonable steps to prevent bodily harm to that person, or any other person, arising from that work or task 14

15 Conference Board of Canada, June 2011 report: Building Mentally Healthy Workplaces 44 % of employees report current experience with mental health issues 32 % report past experiences Most employees told us that, if they experienced a mental health issue, they would feel uncomfortable speaking to their manager, union representative, or a colleague. 15

16 16

17 Stigma Any mark of infamy or disgrace; sign of moral blemish; stain or reproach caused by dishonorable conduct; reproachful characterization Webster Dictionary PTSD vs Occupational Stress Injury 17

18 Managers play a critical role in helping or hindering employee s mental health. 44 % of managers have had no training on how to manage employees with mental health issues 18

19 Findings point to four areas of action: Focus on education and communication to reduce fear, stigma and discrimination in the workplace Ensure the organizational culture is conducive to supporting employee s mental health Encourage senior executives to show demonstrable leadership Build managers capacity, in their role to support employees, by providing tools and training required 19

20 Workplace leaders must learn more about: Mental health issues including: Prevention Detection Treatment and rehabilitation Reinintegration into the workplace Most managers believe that they are knowledgeable about mental health issues and that they can deal with them effectively, but most employees do not agree. 20

21 Protective Factors Workplace substance use policy development 73% Training for workplace supervisors 44% Employee education 34% 21

22 Knowing what we know how do we fix it?? 22

23 Prevention and Health Promotion in the Workplace is a Continuum Culture Setting an example is not the main means of influencing another, it is the only means. Alberta Einstein Building -Policies and actual procedures Restoration - EAP, employee supports etc 23

24 Best Practice : A Comprehensive Approach Understanding the Business Case Workplace substance use policy development Training for workplace supervisors Employee education & support Effective screening and testing measures Safety & WIFM 24

25 Supporting Prevention and a Healthy Workplace Positive Culture Drug Testing Substance Abuse Policy Health Promotion Programs Employee Fit for Work Approach Range of Supports Training for Supervisors EAP/ EFAP Information for Employees 25

26 Accommodation: Helpful Steps Understanding: Addiction Stigma Enabling Effective Performance Management 26

27 Enabling To authorize, allow, empower, accredit or entitle To let, license, permit or authorize To suffer or tolerate To admit or acquiesce Webster Dictionary 27

28 Effective Performance Management A Fitness for Work Approach is key to effective performance management 28

29 Fitness for work: The need to show up fit to do your job safely and well 29

30 There is a balance between your life and work Your alcohol or drug use can affect this balance 30

31 Supporting fitness for work Stop behaviors like tobacco use or alcohol and drug abuse that puts health at risk Eat well, exercise regularly and get enough sleep Find healthy ways to deal with stress 31

32 Return-to-Work Action Plan 32

33 Workplace Resources Alberta Health Services Great West Life: Workplace Strategies for Mental Health Alberta Employment: Impairment and Workplace Health and Safety ent.html 33

34 AHS Addiction and Mental Health Services for the Workplace Treatment, Information and Prevention Confidential Employee assessments and referrals Out-patient services Residential Services Detoxification services No cost to all Albertans *Business and Industry Clinic Help Line

35 AHS Business and Industry Clinic Grande Prairie, Alberta ice&rid=

36 Information Sources Alberta Health Services workplace resources Alberta Employment and Immigration- Impairment and Workplace Health and Safety Bill C- 45, Department of Justice Canada 36

37 Information Sources Canadian Centre for Substance Abuse Canadian Model for Providing a Safe Workplace;A Best Practice of the Construction Owners Association of Alberta, 2005 Determinants of Health, Public Health Agency of Canada Hawkins, J.D., Catalano, R.F., & Miller, J.Y. (1992). Risk and protective factors for alcohol and other drug problems in adolescence and early adulthood: Implications for substance abuse prevention. Psychological Bulletin 112, Occupational Health and Safety Act, Government of Alberta 37

38 Information Sources Thompson AH, Phare S, Jacobs P, Yim R, Dewa C. Economic implications of workplace substance use, gambling and mental health in Alberta, Canada. Presented at the 4th Annual Canadian Congress for Research on Mental Health and Addiction in the Workplace. Toronto, October 28 30, 2009 The Conference Board of Canada: Building Mentally Healthy Workplaces, June

39 Thank you Ron Beach Alberta Health Services

POLICY: 04-05 PART I Chapter: BENEFITS Subject: RETURN-TO-WORK SERVICES Authorization: BoD Resolution 2001/07/38 August 21, 2001

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