Each of us knows at least one person who is addicted to alcohol or drugs or someone who is related to an addict. This month, September, has been National Alcohol and Drug Addition Recovery Month. This is a good time for business owners to review their business plans in relation to the impact of addiction on their business with an eye to increasing the safety, health and well-being of everyone involved.

Substance use disorders can affect anyone, especially people in the workplace. According to 2006 data from the U.S. Substance Abuse and Mental Health Services Administration (SAMHSA), 75 percent of adults with a substance use disorder - 13.4 million people - were employed.

The statistics from the 2006 National Survey on Drug Use and Health in the table below illustrate the trends in drug and alcohol use on the general population.

All age 12+ who drink 51% (125 million)

Binge Drinkers (5+drinks at a sitting) 23% (57 million)

Heavy Drinkers(binge 5+ times in 1 mo.) 6.9% (17 million)

All age 12+ who use illicit drugs

8.3% (20.4 million)

All age 18+ drove under influence 14.4% (31.7 million)

Drove under influence of alcohol

15.1% (30.5 million)

Drove under influence of drugs

4.2% (10.2 million)

About 90 percent of employed individuals who have a problem with drinking, illicit drug use, or both, are employed by small businesses and, in fact, are the employer of choice for these individuals because smaller companies are less likely to have programs in place to combat the problem or assist in getting help for their addictive disease.

Studies by M.R. Frone in the 2007 Journal of Applied Psychology and the 2007 Journal of Studies on Alcohol estimate 2.9 percent of employees work under the influence of drugs and 1.7 percent work under the influence of alcohol. The studies also found 7.1 percent drank on the job and 9.2 percent worked with a hangover.

Studies by SAMHSA in 2007 indicate workers who are dependent on drugs or alcohol tend to change employers frequently - three or more times a year - are more likely to skip work two or more days a month, and to have missed more than two days of work due to illness or injury. Co-worker job performance and attitude suffers because they have been put in danger, been injured, or had to work harder, re-do work or cover for a fellow employee because they were drunk, high or hung over.

Driving drunk or high can have a profound effect on a small business if an employee has an accident. One accident caused by an employee driving under the influence resulting in major injury or death could cause catastrophic losses for the business owner, including loss of auto insurance, worker’s compensation coverage and liens against the business.

There are steps a business owner can take to reduce the risk of workplace substance use and its side effects.

• First, formally create a drug-free workplace. This need not be expensive. The U.S. Department of Labor has information at its "Working Partners" website: www.dol.gov/workingpartners/welcome.html. Basically, it involves creating a written drug-free workplace policy and putting protocols in place for drug testing, educating supervisors and employees. The benefits of having a drug-free workplace can include a discount on your worker’s compensation insurance premium, fewer problems with substance use on the job, decreased employee turnover, and improved employee morale.

• Find an employee assistance program that will provide confidential short-term counseling and assistance for employees. Sometimes the substance user is not your employee but is the spouse, child, relative or a friend of an employee. But your business can still be hurt. Employees who have children or spouses with substance abuse problems can be more likely to suffer from decreased morale and productivity, be absent more often, and use more health care dollars. If you can’t afford an employee assistance program, consider finding a local substance abuse treatment provider where you can refer your employees for help. There are several affordable options in Tucson that have outpatient and/or residential treatment and support services for family members.

• As an employer with a drug-free workplace policy, you may require your employees to seek treatment before they can return to work, but you do not have to cover the costs; the employee can be responsible for that. Confidentiality rules related to substance abuse treatment are stricter than those for other medical care. The therapist will not send your employee’s records or give a written or verbal report of progress without written consent. However, you are entitled to proof the employee is participating in the treatment program as prescribed.

• Consider being open-minded when an employee who has received or is receiving treatment returns to work. Addiction is a medical condition, not one of character or weak willpower. It can be treated effectively, just like many other illnesses. Many employees can receive treatment without interfering with his/her ability to work. Intensive outpatient programs exist to meet this need. Recovery from addiction brings many joys — improved interpersonal relationships, better communication and productivity at home and on the job, and improved health and sense of well-being.

• Have only alcohol-free events. Consider educating all of your employees about addiction and local resources that are available for help. Support nonprofits which treat and prevent addiction.

Finally, it’s important to listen to your employees and teach them to be supportive to the recovering individual in your midst. We all know one.

Contact Cynthia Klein, director of community relations for Compass Behavioral Health Care, cklein@compasshc.org or (520) 628-3411. Nonprofit Compass Behavioral Health Care provides substance abuse treatment, prevention, and education services for children, adults and families impacted by addictive disease and related mental illness.