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Methods Employed For Removal Of Workplace Substance Abuse In Hawaii
Hawaii has a very extensive program for the removal of substance abuse from the workplaces. This program ranges from increasing the awareness of the addiction problem in the workplace to helping employees financially and mentally to prepare and go through the entire treatment process. There are several aspects that need to be considered in regards to the issue of substance abuse in Hawaii work environments.
The Motto
The prime factor that drives the entire program of workplace substance abuse intervention and treatment in Hawaii is the belief that workplaces need to be small in size but at the same time the people employed must be more productive and proactive. This is only possible if the employees are working in a complete addiction-free manner. Instead of spending on a large number of employees of which a significant number would be reeling under various kinds of chemical dependencies, it is more worthwhile to work with a smaller number of people, but who can provide more value to the work that they do.
At the same time, it is not advisable to let employees go because they are under chemical dependencies. This would only embroil employers in the cycle of hiring and firing employees and then rehiring new recruits and training them. Loyal employees cannot be let go because of a substance problem. The solution here would be to bring some kind of recovery process to them. This is what is tried to be done when a case of workplace substance abuse in Hawaii is identified.
The feeling that the work environment needs to be devoid of addictions is what drives the entire program. The main designers of this program in Hawaii are the people at the Center for Substance Abuse Prevention. This institute also guides employers on how they can avail of the benefits of the program.
The following are some of the important points outlined by the CSAP for eradicating workplace substance abuse problems in Hawaii.
The Methods
Workplace alcohol or drug abuse intervention is, after all, a commercial affair. It needs to be seen by how much the company will be set back because of the employee's addiction treatment. This cost is then compared with the loss that the company is subjected to because of the various problems that the person's substance abuse is creating. The employee might be remaining absent, involved in accidents and may also be committing certain crimes at the workplace to fend for the habit. If, upon considering these costs, the proposition of providing treatment to the addicted employee remains a feasible solution to the employee, then further points are chalked out.
The CSAP urges all workplaces in Hawaii to create the awareness of the problem of addiction among the employees. Some workplaces will as much as plan addiction insurance cover for their employees, which can protect them from the costs of the treatment.
There are other methods that are being suggested by the CSAP to help overcome the problem of workplace substance abuse in Hawaii. The following are some of these methods:-
1. Employers might threaten addicted employees of being fired if they continue with their addiction.
2. Employers might provide some intangible incentives to the addicted employees who have enrolled into a recovery process, such as unpaid leaves and sick leaves.
3. Employers might plan an intervention to select a proper recovery process for the addicted employees.
4. Employers might financially help the employees for their recovery costs.
One effective method employed by all corporate establishments to prevent workplace substance abuse in Hawaii is to provide a written documentation at the employment stage where the position of the workplace management on substance abuse is clearly outlined. The repercussions for flouting these policies are made clear. This helps to streamline the process if a person does fall into an addiction problem.
These policies can be prepared originally by workplace establishments or they can be designed from the policies of another establishment. Special staff including counselors is sometimes hired in order to check that the policies relating to substance abuse are followed.
Educational programs are also introduced in workplaces currently that help employees seek counseling. These programs also educate employees on the repercussions of staying in an abuse which deter them from continuing with their habits. These programs follow the method of collective problem solving instead of considering it to be an individual problem. The motivation and guidance provided by these intervention groups work towards eradicating the problem of workplace substance abuse in Hawaii. They even work in collaboration with rehab centers in order to provide suitable treatment options to employees who are with dependency issues.
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