when the impaired co-worker is a friend or family member

What do you say to a friend who has a drinking or other drug problem? Most prefer to say nothing, hoping things will get better on their own or that something benign will occur and get their attention. The fact that one out of every four persons has a family member with an alcohol or other drug problem, means there are a lot of people hoping for the best yet bracing themselves for the worst.

But if you’re not willing to wait, what do you say? It’s not “what” but “how” that first needs to be addressed. If you can’t seem to say anything that isn’t angry or judgmental—for goodness sake continue to say nothing. Instead, find a good Al-Anon or Alateen meeting to attend and learn from those who have discovered the better “how”. After that, things won’t magically get easier, but you will have a better chance of succeeding.

Wait until nothing dramatic is going on; until the person is sober and, for the most part, unimpaired. In the most genuinely caring voice you can muster, start with the words, “I care about you. And I care about what I see happening to you.” If you have their attention and they are willing for you to continue, then,      “When you drink too much (or use) it frightens me and I don’t know what to do. I’ve been thinking about this and I want us to go talk to someone who can help us. Would you be willing to do that?”

Before you begin this whole process, do your homework. Call and talk to a professional such as an EAP counselor about your concerns. They can help you with the words to use and also with how to choose your best timing. They know where the resources are for treating particular types of substance abuse and may be able to steer you toward one that accepts your insurance or works with other financial limitations.

Connect with professional resources. Prepare yourself for what, how, and when to talk to your friend or family member. Be willing to support them when they agree to make some changes. If you would like Tanner EAP to help you through the process, call us!   770.834.8327

the impaired co-worker--part one

Although companies drug test and educate employees far beyond what was done years ago, inappropriate drug use is still a concern for most workplaces. According to a 2008 study published by the Substance Abuse and Mental Health Services Administration (SAMHSA), among adults aged 18 or older, 63 percent of full time employees use alcohol; 8.8 percent are considered heavy drinkers; and 30.3 percent are what is known as binge drinkers.

In that same study, 8.0 percent of full time and 10.2 percent of part time workers admitted to using illicit drugs. One third of all drug abuse by fulltime employees is of prescription medication and of those who use pain relievers nonmedically, 55.9 percent report they got the pain relievers from a friend or relative for free.

True, most employees who drink or use other drugs don't use on the job, and are careful not to come to work under the influence. Never mind, however, those who come "under hangover." When they do report to work impaired they present health and safety risks not only to themselves but to those who work around them, to customers of the business, and to the occasional visitor. They are five times more likely to have an on the job accident and they file more than double the number of medical and worker's comp claims.

Managing the problem of workplace drug abuse requires first that we choose not to ignore that the problem exists. Second, drug free workplace policies must, as a priority, ensure the health, safety, and productivity of employees and customers. And third, policies should be designed to provide reasonable assistance to the alcohol or drug dependent worker and his or her family.

Data that will shed light on the needs of one's particular work setting can often be gained from Human Resource records, EAP statistics, loss and risk management reports, and reliable personal observations. Good "stories" may supplement, but should never be the driving force in making this kind of workplace decisions. The SAMHSA Workplace site is an excellent source for planning and implementation guidelines.

Coming:
The Impaired Co-worker--Part Two:  
      "When the Co-worker is a Friend or Family Member"
The Impaired Co-Worker--Part Three: 
      "When it's Not Personal--When it's Just Business."