The issue of employee drug and alcohol abuse in the united states
It also, however, describes a very crucial point: by their design, neither DSPs or EAPs are equipped to deal with the entire range of drug use and abuse events in a work force or in a workplace.
The research cited to back the value of the broader, job performance-based model was indirectly supportive at best.
Although alcohol and other drug cases constitute a minority of the EAP caseload albeit numerically substantial54 percent of the EAP coordinators studied in responded that these cases take much more of their time compared with nonalcohol or drug cases. Prescription pain medications tend to be more readily available in rural areas, in part, because many industries located in these regions, like mining, have high rates of on-the-job injuries that are frequently treated with opiates.
These everyday issues can lead to a serious decline in morale and a corresponding plummet in productivity.
Alcohol Availability The availability and accessibility of alcohol can influence employee drinking. Thus, within the new epidemiology, the hidden alcoholic in the work force and his counterpart in the home, the gin-sipping housewife came to replace the skid row bum as the "typical" alcoholics, limited not only to blue-collar operatives but with particular attention to the middle or upper level executive with the liquor bottle in the desk drawer.
Substance abuse and employment
The EAP strategy was not developed out of thin air. Whereas DSPs seek objective physiological evidence of drug use, independent of behavior, performance, or self-report, the design of EAPs limits their drug-related service usage to instances of impaired job performance, peer-or self-motivated initiation of requests for personal assistance by drug-using employees, or self-motivated initiation of requests for assistance in dealing with a drug-using family member. Thus, EAPs are geared to deal with drug abuse problems within a panoply of other employee problems, but they depend on either supervisory or employee motivation for program use to occur. In what may be the most important area of overlap for the concerns central to this paper, EAPs can be coordinated with DSPs in that individuals who have verified positive drug screens can be referred for assistance. If this logic is correct, then medicalizing drug abuse Roman, may be necessary for the drug screening technique to be acceptable to the vast majority of employees who do not use illicit drugs. Shahandeh concluded. Other than occasional commentary about drug use and addiction among medical professionals Winick, ; Smith and Blachly, ; Simon and Lumry, and those in the performing arts Becker, ; Winick, , there is no literature in the ensuing period that describes any general pattern of nonalcohol drug problems in the workplace. Employers cannot discriminate against drug addicts who have a history of drug addiction or who are not currently using drugs and have been rehabilitated or who are currently in a rehabilitation program.
Our task is to describe this major facet of the "drug problem" in American society by examining the nature of responses to it.
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