dealing with addictions in the workplace march 2012

Dealing with addictions in the workplace

by Toronto Training and HR

March 2012

Contents3-4 Introduction to Toronto Training and HR5-6 Definitions7-9 Disregarding beneficial interventions10-11 Primary motivators12-13 Chronic pain14-15 Risk factors16-17 Treatments at the acute phase18-22 Recent cases23-24 Drugs25-26 The big five27-28 Job performance indicators29-30 The nature of addiction31-32 Continuum of substance use33-34 Causes of addiction35-37 Who is the substance abusing or

dependent employee?38-39 Signs and symptoms40-41 Workplace factors associated with higher levels of addiction42-43 Options available44-46 Legal drugs that can impair reaction time 47-48 Drug testing49-50 Conclusion and questions

Introduction

Introduction to Toronto Training and HR

• Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden

• 10 years in banking• 10 years in training and human resources• Freelance practitioner since 2006• The core services provided by Toronto Training and HR

are:- Training event design- Training event delivery- Reducing costs- Saving time- Improving employee engagement &

morale- Services for job seekers

Definitions

DefinitionsWhat is an addiction?

SubstanceSubstance useSubstance abuseSubstance dependence

Disregarding beneficial interventions

Disregarding beneficial interventions 1 of 2

50% of all medications are not taken as prescribedOnly 20% of people follow their doctor-recommended low-salt diet35% of deaths can be attributed to smoking, poor diet, inactivity and alcohol—behaviours that are well known to be unhealthy

Disregarding beneficial interventions 2 of 2

Only 3% of the population routinely follows four primary healthy behaviours (not smoking, maintaining a healthy weight, being active and eating five servings of fruits and vegetables daily)

Primary motivators

Primary motivatorsPleasureAvoidance of pain

Chronic pain

Chronic painThe prevalence of chronic pain in the general population has been estimated at about 30%One in eight workers loses five hours per week of productive time (excluding missed days) from painReduced productivity while at work, combined with lost workdays, equated to $61.2 billion in estimated lost productivity for the U.S.

Risk factors

Risk factorsTRANSITION FROM ACUTE PAIN TO CHRONIC PAIN TO LONG-TERM DISABILITYFear-avoidanceCatastrophizing (focusing on negative outcomes)Other physical or mental health comorbiditiesLack of social supportJob dissatisfactionSubstance abuse Compensation status

Treatments at the acute phase

Treatments at the acute phase

DECREASE PAIN, INCREASE FUNCTION AND LESSEN DISABILITYMedical managementPatient educationNutrition counsellingPhysiotherapyBiofeedbackOccupational therapyPsychological counselling

Recent cases

Recent cases 1 of 4Syncrude v Donald (ALBERTA)

Recent cases 2 of 4LOCKERBIE caseFactors the Court sets out to evaluate whether a company has an “employment” relationship with an individual under human rights laws, i.e., whether that person can sue for employment discrimination:The existence of another employer;Who controls and directs the work;Who pays the wages and does the payroll;

Recent cases 3 of 4LOCKERBIE caseWho the individual perceives to be his employer; andThe extent to which the individual is part of your organization

Recent cases 4 of 4Irving Pulp & Paper, Limited v. Communications, Energy and Paperworkers Union of Canada (NEW BRUNSWICK)

DrugsBarbiturates and benzodiazepinesCocaine, methamphetamine and other stimulantsMarijuana and hashishNarcotics and opioids

The big five

The big fiveAlcoholCocaineGamblingMarijuanaSex

Job performance indicators

Job performance indicatorsGeneralLatenessAccidentsMoraleAbsenteeism

The nature of addiction

The nature of addictionPhysical factorsPsychological factorsSocial factorsSpiritual

Continuum of substance use

Continuum of substance useUseMisuseAbuseDependencyAddiction

Causes of addiction

Causes of addictionBiological predispositionSocial primingEarly childhood attachmentTrauma experiencesBio psychosocial model encompasses all elements and recognizes synergistic interaction between them

Who is the substance abusing or dependent

employee?


employee? 1 of 2The vast majority of substance dependentpeople hold down employmentMost of these people are not identified as having aproblem (est. 70% remain unnoticed)Have higher rates of absenteeism, presenteeism, accidents, illness and disability claimsCan make the workplace vulnerable to theft/fraudor costly mistakes


employee? 2 of 2Often negatively impact morale amongst teams(“covering”)Contribute to higher rates of turnover amongst employeesMay impair the company reputation or “brand” ifaddiction is public

Signs and symptoms

Signs and symptomsObviousSubtle signsBehavioural and healthPerformance

Workplace factors associated with higher

rates of addiction

Workplace factors associated with higher rates

of addictionRepetitive jobs with little sense of control/inputWorking independently or with little directsupervisionCo-workers who condone or encouragesubstance useJobs that allow the employee to be highly mobileHigh stress jobs with no opportunity todebrief/receive supportLack of official policy or company position onsubstance use

Options available

Options availableThe substance abusing employeeThe dependent employeeFor all substance involved employees

Legal drugs that can impair reaction time

Legal drugs that can impair reaction time 1 of 2

Anti-anxiety medicationAmphetaminesBarbituratesStimulantsNarcotic pain medicationsBlood sugar medicines

Legal drugs that can impair reaction time 2 of 2

AntidepressantsTranquilizersAnti-seizure medicinesSedativesMedicines containing alcoholAntihistamines

Drug testing

Drug testing ReasonablenessTesting prior to employment“For cause” testingTesting on a random basisWhat policies should containPolicy breaches

Conclusion and questions

Conclusion and questionsSummaryVideosQuestions

dealing with addictions in the workplace march 2012

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