SOCIETY for an ADDICTION FREE EXISTENCE (SAFE) in association with ADDICTION RECOVERY TRAINING SERVICES (ARTS) (self-help recovery training for voluntary and O.S.T. addicts) and ADDICTION WITHDRAWAL ADVISORY SERVICES & HELP (AWASH) (helping involuntarily addicted patients to recover from their drug medication)
Thursday, 28 July 2016
Handling Addiction in the Workplace.
THE EFFECTIVE AND
INEXPENSIVE SOLUTION TO
for centuries alcoholism has been a worldwide problem and because
for 90 years psychiatric and pharmaceutical marketing has been
falsely proclaiming that drug addiction is basically incurable,
consultancy advice to employers has been increasingly focussed on
and limited to the employer's “legal vulnerability”
under employment law, rather than on any realistic and compassionate
solution capable of procuring an economic eradication of the firm's
and the employee's own joint addiction problems.
course all employers should know their relevant Health and Safety
requirements as well as the legal arguments for protecting their
organisation against claims from employees, unions and officialdom,
so that the first step is to have clearly stated unassailable
addiction policies in place which are known to all by virtue of being
part of each and every employment contract.
into the basics of what goes into employment contracts is available
from the Chartered Management Institute, the Institute of Directors
and other similar employer
but, because of the aforementioned circulation
information about the
otherwise valuable information sources are devoid of accurate and
viable information on U.K. based addiction recovery TRAINING
programmes, so that many addiction policy statements throw the baby
out with the bathwater when it comes to handling a skilled and
valuable employee who may have become a victim of addiction.
first action choice varies from one industry to another, but is most
often the attitude made famous by Trump and Sugar: “you're fired”.
However, if this route is followed, it is essential to handle the
matter in a fair and professional manner, with adequate proofs of
addiction allegations, in order to avoid claims of unfair or
contrived dismissal and resultant compensation claims or even union
second action choice is usually seen as disciplinary, combined with
offering guidance on where rehabilitation may be obtained and even
granting a suitable period of leave of absence in which to undertake
the rehabilitation. This can work in some cases of early discovery,
but not often if the employee is already a dedicated addict –
simply because the addictive substance is now controlling that
employee's life – not him or her self, AND because few addicts have
the financial resources available for the 11 to 13 weeks required to
procure a satisfactory result.
the modern employer action choice in enlightened countries and
businesses is (at employer cost) to send the addicted
individual for residential self-help addiction recovery training -
especially if the skills and experience of the particular employee
are considered of value to the firm's future productivity and
fortunately it is now clear that, IN A MAJORITY OF CASES, this can be
the employer's most economical action choice – provided he chooses
the right sort of addiction recovery self-help training programme
rather than one of the bog standard “treatment” rehabs offered
and priced on a short term attendance basis of 8 to 10 weeks at
anything from £1,500 to £3,800 per week. (i.e. from £12,000 to
the cost of recruiting and training the average new or replacement
staff member reported by Oxford Economics as approaching £31,000 and with the cost of replacing a diector or senior manager much higher, successful addiction recovery training at £25,000 (which
in 70+% of cases delivers a lasting return to the natural state of
relaxed abstinence into which 99% of the population is born)
is clearly a bargain solution, especially when a fully supportive
employer soon discovers there is no more grateful, loyal and
productive worker than an employee rescued from addiction by his
years of delivering residential self-help addiction recovery training
in 49 countries at nearly 100 training centres (including prison
units) demonstrates that this is the only regularly viable route to
lasting relaxed abstinence available to all employees, both salaried
and wage earning.
some residential self-help addiction recovery training centres will
even accept addicts on a “Payment by Results” basis.
likely to be some 15% higher priced, PbR has the advantage of costing
the employer only as little as £9,000 in the event that the addict
fails to fully recover from his or her addiction.
arrange an inspection visit to an East Sussex addiction recovery
training centre with an opportunity to meet staff as well as