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Drug
Use/Abuse in the Workplace
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Drug
Use/Abuse in the Workplace
INDEX
Contents:
1 - The issue at a glance
2 - The kinds of drugs in use
2.1 - Medical use of marijuana?
3 - The use of drugs at workplace
3.1 - Statistical data about use of drugs
4 - Programs to combat drugs/ Drug-free workplace programs
4.1 - Employee assistance programs (EAPs)
5
-Conclusion
1-The
issue at a glance:
The
statistics show that compared to late 1970s, the drug use has
declined in the United States. In the recent past, use of illegal
drugs by workers has gone down by more than half but the use of
illegal drugs among adults has not changed and has remained stable.
After rising sharply in the early 1990s, the use of drugs by
teenagers has also remained steady in the past couple of years. Yet
most Americans still regard illegal drugs as one of the nation’s
most serious problem which need to be addressed on priority. Illegal
drugs such as cocaine, heroin, marijuana and methamphetamine cost
the United States approximately $67 billion each year.
The
problem of drug abuse has assumed large dimensions in the USA.
Despite numerous protective measures some individuals will become
addicted to drugs. There are about 5 million people who use illegal
drugs in America today. They include both blue collar as well as
white collar persons. They constitute one-third of the drug users.
Consumption of all sorts of drugs by them is two-thirds. Of the drug
addicted people, more than half of them are not receiving any
treatment.
[back to Top]
Nearly
300,000 establishments were estimated to have employee assistance
programs (EAPs), of which, about 90% were management sponsored. The
most common service provided by those establishments was to refer
workers for treatment outside of the workplace.
In 1990,
less than 3% of small establishments had drug-testing programs. It
will be noted that small establishments represent about 93% of all
U.S work-sites. However, establishments with 250 or more employees
where drug-testing programs were conducted rose from 32% in 1998 to
46% in 1990. The number of establishments with employee assistance
programs has risen from 7% in 1988 to 12% in 1990. Greatest increase
was witnesses in the very large firms. In contrast to small
businesses, which were far more numerous and which lacked these
facilities, there was a strong tendency among larger firms to adopt
anti-drug programs and policies between 1988 and 1990. In fact,
smaller firms discarded their anti drug programs and policies during
1988-90.
2- The kinds of drugs in
use:
Studies
have shown that the following kinds of drugs are in use today.
·
Acid-LSD
·
Alcohol
·
Cocaine
·
Club
Drugs
·
Inhalants
·
Heroin
And other Narcotics
·
Marijuana
·
MDMA/Ecstasy
·
Methamphetamine
·
Nicotine ( cigarette smoking )
·
PCP (
Phencyclidine ) and
·
Steroids
[back to Top]
Cocaine is
an increasingly popular drug which is used at the workplace. It
generates intense high and gives the users a false feeling that they
can perform better and faster in their jobs. To carry cocaine is
easier. It is snorted rather than smoked and gives off no such odor
as marijuana does. Users have devised ways to carry the drug to
their workplace with being detected. For example, they buy
squeeze-bottle medication for relieving sinus congestion. They empty
out the medicine and refill it with cocaine. By carrying it in the
pocket, it remains ready for sniffing as it evaporates at 80°F,
whereas the normal body temperature is 98.6°F.
The use of
some drugs, such as LSD, methamphetamine and cocaine has declined to
some extent among the teenagers but the use of other drugs like
ecstasy has increased according to the University of Michigan’s
annual “Monitoring the Future” survey. According to the researchers,
marijuana users may have difficulty performing complex mechanical
tasks or doing work that demands quick reactions for 24 hours after
smoking the drug.
2.1- Medical use of
marijuana?
It has all
along been the policy of the government to treat marijuana as a
dangerous and addictive drug. However, Californians approved a
ballot proposition in 1996 allowing physicians to prescribe
marijuana in specific illness, such as glaucoma despite the federal
laws banning its sale and distribution. The federal and state
governments have adopted measures to keep the similar referendum in
some other states also from being implemented. However, a panel of
experts convened by the federal Institute of Medicine recommended in
March, 1999 that marijuana does have legitimate medical uses
especially for treatment of cancer and AIDS. The panel found no
evidence marijuana leads to harder drugs like cocaine. In the USA,
two-thirds of the public supports the use of marijuana for relief
from severe pain. Most people, however, consider marijuana as a much
less dangerous drug than cocaine or heroin. As such, they do not
support legalization of drugs. The opinion is sharply divided on
this matter and some people think that
expanded anti-drug efforts should be launched to discourage its use.
3- The use of drugs at
workplace:
A growing
number of companies and firms have launched a derive to meet the
challenge of drug abuse at workplace. Workers think that the use of
cocaine or some other stimulant will sober them up and help them
perform better. In order to illustrate the gravity of the problem, I
quote a few examples of abuse of drugs at workplace which appeared
in Time dated 03-17-1986.
[back to Top]
“The
National Transportation Safety Board attributed a fatal 1983 air
accident to illegal drug abuse. Two crewmen died when a cargo flight
crash- landed at Newark airport. Autopsies showed that the pilot had
been smoking marijuana, possibly while flying. In an incident last
March, a New York-based air-traffic controller who had been
injecting three grams of cocaine daily at work put a DC-10 jumbo jet
on a collision course with a private plane. At the last moment, the
smaller aircraft made an emergency landing. Even the space program
has not been immune to the drug plague. Dr. Howard Frankel, who was
medical director of Rockwell's space shuttle division from 1981
until 1983, says that he treated employees who were hallucinating on
the job, collapsing from cocaine overdoses and using marijuana, PCP,
heroin and numerous other drugs while they worked. Frankel estimates
that 20% to 25% of the Rockwell workers at the Palmdale, Calif.,
plant, the final assembly point for the four space shuttles, were
high on the job from drugs, alcohol or both. During the
construction of the spacecraft, police raided Rockwell’s shuttle
assembly plant in Downey, Calif., several times after undercover
agents bought cocaine, heroin, methamphetamines and marijuana from
employees. Nine workers were fired. No evidence suggests that
Rockwell's drug situation had anything to do with the Challenger
tragedy. The solid rocket booster that is suspected of causing the
explosion was made by Chicago-based Morton Thiokol, and no reports
of drug use among its employees have surfaced. Nonetheless, any drug
abuse among production workers in the space program or the defense
industry carries grave risks. Says Frankel: ''In this kind of
ultra-high-tech work, the guy who makes the little adjustments, the
screwer-on of parts, the bolter of nuts, is just as important as the
project's chief engineer.'' Besides fearing that stoned employees
may do shoddy work on missiles and planes, defense industry
executives are concerned about security. They fear that addicts on
the payroll might sell defense secrets to support their habits.”
[back to Top]
“But there
is no doubt that during the past couple of decades, illegal drugs
have become deeply ingrained in American life. Federal experts
estimate that between 10% and 23% of all U.S. workers use dangerous
drugs on the job. Other research + indicates that people who take
drugs regularly, some 25% of the population according to Government
calculations, are likely to use them at work or at least sometimes
be on a high when they arrive at the workplace. In a 1985 study
conducted by the 800-COCAINE counselors, 75% of those calling the
hot line reported that they sometimes took coke while on the job,
and 69% said they regularly worked under the influence of cocaine.
One-fourth said they used cocaine at work every day. Marijuana was
once the most common drug in the workplace, but cocaine may now have
become No. 1. According to estimates by the National Institute on
Drug Abuse, the number of Americans who take marijuana at least
occasionally declined between 1979 and 1982, the most recent years
for which statistics are available, from 22 million to 20 million.
During the same period, the ranks of cocaine users increased from 15
million to 22 million. The problem seems to be
most prevalent among young adults.”
“Until
recently, many companies have been slow to respond to their growing
drug dilemmas. They did not realize how widespread the abuse was and
had no idea how to combat it. Managers were not sure how to
recognize the signs of drug use and were often afraid to confront
workers who appeared to be high. Many executives doubted that the
problem was serious enough to warrant a crackdown that might
generate bad publicity. But the smoking, snorting and dealing on the
job eventually became so blatant and the results so tragic that
companies could no longer afford to ignore what was going on. New
York-based Capital Cities/ ABC woke up to its drug troubles in 1984
after an employee collapsed at work, and subsequently died, from a
cocaine overdose. Shortly thereafter, Capital Cities, which later
acquired ABC, discovered organized drug dealing in one of its
divisions. Last year, according to Dr. Robert Wick, corporate
medical director for American Airlines, a computer operator who was
high on marijuana failed to load a crucial tape into a major
airline's computer reservations system. Result: the system was out
of service for some eight hours, costing the company about $19
million. Says Wick: ''That was an awfully expensive joint by
anybody's standards.'' Such revelations have broken down corporate
resistance to taking a strong stand against drugs.”
[back to Top]
Drugs are
easily available in many offices as we get items of stationery from
the stock room. Drug dealers have employed men to deliver the drug
at the customer’s desks. White collar employees are no exception.
Naomi Behrman, a counselor for AT&T/Bel Labs says, “You can no
longer assume that because a person wears a three-piece suit and a
necktie, you can rule out drug abuse”. Chief executives are
sometimes embarrassed when findings of the internal investigation
ordered by them reveal involvement of some of their most trusted
aides. The drug abuse involves Hollywood celebrities and sports
stars let alone, doctors, lawyers and other professionals working in
high pressure. Drug abuse is not only the problem of fast-paced work
environment or a by-product of life in the fast lane. Drugs are also
used by blue collar workers to relieve the boredom of their jobs.
GM, Ford and other manufacturers, who employ a large work force have
found that drug dealers virtually run an alternative cafeteria
service in their plants. In this cafeteria one gets marijuana,
hashish, cocaine and amphetamines.
3.1- Statistical data about
use of drugs:
Studies
reveal that 7% of drug users hold jobs. One worker in four, between
the age of 18 to 34 used drugs and one worker in three knows of drug
sales in the workplace. It may be noted that Americans consume 60%
of the world’s production of illegal drugs. 23 million use marijuana
at least four times a week, 18 million abuse alcohol, 6 million use
cocaine and 2 million use heroine. The result is increase of
accidents, lower productivity, raise in insurance costs and reduced
profits. On top of it, employees carry the risk of losing their jobs
and even losing their life as the use of drugs threatens physically
or mental health, inhibits personal relationships, diminishes the
ability to meet family, social or vocational obligations.
Compared
to their non-abusing coworkers, drug abusers are far less productive
and carry the risk of losing their jobs because they are:
·
10
times more likely to miss work.
·
3.6
times more likely to be involved in on-the-job accidents.
·
5 times
more likely to file a worker’s claim.
·
33
percent less productive.
·
Responsible for 3 times higher expenses on health care.
·
Responsible for 40 percent of all industrial fatalities.
The costs
of drug abuse on the job are staggering. The consequences range from
accidents and injuries to theft, bad decisions and ruined lives.
According to the research Triangle Institute, a respected North
Carolina business-sponsored research organization, drug abuse cost
the U.S. economy $60 billion in 1983 or nearly 30% more than the $47
billion estimated for 1980.
[back to Top]
4 - Programs to combat
drugs/Drug-free workplace programs:
Companies
in the U.S.A are setting up programs to combat drugs, providing
psychiatric counseling for employees, resorting to urinalysis to
identify the users. Some companies have installed hidden video
cameras and have hired undercover agents. Dr. Michael Walsh, chief
of clinical and behavioral pharmacology at National Institute on
Drug Abuse notes that the number of corporations that ask him for
advice on how to get drugs out of the workplace has increased
manifold. The companies now realize the gravity of the problem and
they seek the advice to establish a consistent policy that is both
firm and fair. Some companies decide to dismiss workers involved in
drug abuse at the workplace. Those workers who voluntarily admit
their fault are provided assistance by the management. About 30% of
the Fortune 500 largest industrial corporations have established
in-house employee-assistance programs, commonly known as EAPs. These
programs started as early as 1970 for workers suffering from
alcoholism and now include all drug abusers. The program has both
economic and humanitarian consideration. It is easier to help a
person who has been on the job than to hire and train a new person.
Dr. Joseph M. Canella, Mobil’s medical director says, “We like to
identify people, get them treated and back to work.” He says that
Mobil’s rehabilitation efforts have been 70% to 75% successful. Some
large companies including Capital Cities/ABC, Xerox and Dean Witter
have made it easier for their employees to seek help setting up
nationwide hot-lines with toll-free 800 numbers that workers and
their families can call to get advice on drug problems. The hot-line
counselor encourages the drug user to get help through an EAP or
local clinical program. While the companies
help their current employees to do away with the practice, they also
make sure that there are no additional drug users. Corporations that
ask all job applicants to undergo laboratory tests that can detect
traces of narcotics
in urine samples are Exxon, IBM, Lockheed, Shearson Lehman, Federal
Express, United Airlines, TWA, Hoffmann-La
Roche and the New York Times etc.
In order
to make sure that the result of the urine test is accurate, few
companies refuse to hire applicants on the basis of only one test
and employees generally try to confirm the result with a second
urinalysis using a different laboratory technique. The battle
against drugs started by the companies has proved to be a bonanza
for many small companies who provide the necessary service. New
laboratories performing drug tests are being opened rapidly.
Similarly, the business of security firms is on the increase as they
supply under cover agents. About the drug tests, some people feel
that it is an invasion of the employee’s privacy. Corporate
anti-drug efforts are often subjected to severe criticism mainly due
to the growing use of urinalysis. Opponents feel that urine tests
are a particularly invasive and humiliating method of determining
whether a worker has used drugs. Hewlett-Packard and McDonald
Douglas do not require applicants or employees to undergo blood
tests. Those against urinalysis maintain that companies are trying
to control what workers do in their private time as well as during
working hours. As the tests do not reveal when a drug was used,
workers could be penalized for what they do in the evening or
weekend parties. Nevertheless, if the big corporations continue to
pursue a policy of stringent measures against the use of drugs in
workplace, it will eventually reduce the demand for illicit
substances.
[back to Top]
An
effective drug-free work-place program includes preventing,
detecting and dealing with drug abusers. It has the following
essential elements.
·
A
written policy that is supported by top management, understood by an
all employees, consistently enforced, and perfectly clear about what
is expected of employees and the consequences of policy violations.
·
A
substance abuse prevention program with an employee drug education
component that focuses not only on the dangers of drug and alcohol
use but also on the availability of counseling and treatment.
·
Training of managers, front-line supervisors, human resource
personnel, medical staff, and others in identifying and dealing with
substance abusers.
·
An
appropriate drug and alcohol testing component, designed to prevent
the hiring of workers who use illegal drugs and—as part of a
comprehensive program—provide early identification and referral to
treatment for employees with drug or alcohol problems.
·
An
Employee Assistance Program (EAP).
It is
difficult to identify the drug abusers in the workplace. The
following indications are, however, helpful in identifying the
persons having possible drug and alcohol problems.
·
Frequent absences.
·
Involvement in accidents both on and off the job.
·
Erratic
work patterns and reduced productivity.
·
Indifference to personal hygiene.
·
Such
overt physical signs as exhaustion or hyperactivity, dilated pupils,
slurred speech or an unsteady walk.
Marijuana
users may have bloodshot or glassy eyes and a persistent cough.
Cocaine users display increased energy and enthusiasm early in their
drug involvement. Alcohol users find it hard to conceal
morning-after hangovers. Their productivity declines and they may
show signs of physical deterioration.
[back to Top]
4.1- Employee assistance
programs (EAPs) :
The
employee assistance program is commonly known as EAP. This program
provides counseling for employees and their family members. EAP is
structured to help workers with a wide range of problems created by
the use of drugs. EAP professionals seek to provide all possible
assistance that makes it possible for employees to remain on or
return to the job. Under the employee assistance program, many
companies offer counseling and treatment services or refer employees
to services in the community. In some companies it is compulsory for
the employees to take time off for treatment. Successful completion
of a rehabilitation program brings the substance abusers back to the
workforce.
Mobil’s
drug treatment program is really very generous. Employees with a
problem can call or visit the medical departments at any of the oil
company’s facilities around the world. Supervisors spotting unusual
behavior of an employee, which is affecting his job performance,
will encourage the worker to contact the employee-assistance
counselor. If it is found necessary, after counseling sessions and
medical examinations, patients are referred to a hospital or drug
clinic for treatment, which may take from 4-6 weeks. Employees are
given sick leave with pay during this period. A considerable amount
of secrecy about their status is maintained. Treatment cost is paid
as per company’s health insurance scheme. On the return to their
jobs, employees are allowed to attend follow up counseling sessions
during work hours. Mobil’s
drug-prevention programs are very successful.
Commonwealth Edison, a Chicago-based electric utility has also to
describe a success story for their employees, who suffer from drug
abuse. It started an anti-drug education and rehabilitation program
in 1982. Since the program started absenteeism is down by 25% and
medical costs which had been rising steadily at an average rate of
23% annually, have been cut down drastically. The company had fewer
on the job accidents in 1985 compared to the previous years.
[back to Top]
Employee
assistance programs deal in with drug problems in the workplace in a
most effective manner. EAPs bring about improvement in the work
environment and promote the health and well-being of those involved.
It provides an opportunity to a regular user to address the problem
before he is asked to undergo drug tests. These programs are
designed to assist employees with personal problems affecting their
job performance.
5- Conclusion:
It may be
concluded that education, counseling and effective employee
assistance programs lead to prevention of use of drugs in
workplaces.
Resources
-
Hayghe, H (1991). Survey of employer anti-drug
programs. In S. Gust, J. Walsh, L. Thomas & D. Crouch (Eds.),
Drugs in the workplace. Research and evaluation data, Vol. II
(Monograph 100, pp. 177-207). Rockville, MD: National Institute
on Drug Abuse.
-
Hayghe, H (1991, April). Anti-drug programs in
the workplace. Are they here to stay ? Monthly Labor Review, pp.
26-29.
-
Samuel Elkin, How to Establish a Drug-free
Workplace Program. Vol. 61 no, Occupational Hazards, 03-01-1999.
(www.penton.com )
-
Drug Help, Retrieved on November 19, 2002 from <www.drughelp.org>
-
Public Agenda November 19, 2002 from <www.publicagenda.org>
-
Companies fight to drive illegal drugs out of the
workplace. Date: 03-17-1986; Publication: Time; Author: Janice
Castro. Reported by Jonathan Beaty/Los Angeles, Barbara
Dolan/Chicago and Jeanne McDowell/ New York.
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