Alcohol Abuse and Injuries

How bad is the alcohol abuse problem, and should employers be concerned? According to the National Institute on Alcohol Abuse and Alcoholism (NIAAA), nearly 14 million Americans (1 in every 13 adults) abuse alcohol or are alcoholics. A study published in Alcoholism Clinical and Experimental Research (2007) found that 22 percent of patients admitted to a hospital emergency room had elevated blood alcohol levels.

Some research indicates that the aftereffects of drinking could create nearly as many problems as being intoxicated at work. A worker who shows up to work hung over can suffer from drowsiness, inattention, poor judgment and delayed reflexes —all of which can increase the potential for accident. Alcohol and drug use can also complicate recovery, making injuries more costly to treat. 

 The Role of a Supervisor

 It’s not the supervisor’s place to diagnose an alcohol problem, but to monitor and review employees’ performance, attendance and behavior while at work. If any of these indicate possible drug or alcohol abuse, the supervisor should take the next steps to deal with the problem. Steps include:

• Document. Whether you’ve noticed a drop in productivity, increased absenteeism or problem behaviors, note the specifics in the employee’s personnel file.

• Refer. If your organization offers an employee assistance program, refer the problem employee to it for a confidential diagnosis and referrals to the appropriate resources.

• Discipline. The most effective way to get alcoholics to deal with the problem is to make them aware that their job is on the line. They need to know that they must improve performance and conduct or possibly lose their job.

• Comply. Follow any established company policies or guidelines to avoid accusations of harassment, discrimination or invasion of privacy.

• Test...if. If your organization has a published policy of conducting random drug tests or after an accident, then test. Otherwise, requiring an employee to take a test for suspected drug or alcohol abuse can backfire. Testing only certain classes of employees, such as hourly workers or minority workers, can lead to discrimination claims. Hospitals and physicians are sometimes reluctant to test people with occupational injuries, because workers’ compensation does not cover injuries where alcohol or drug use is involved. Try to get a test whenever an employee goes to the hospital for a work-related injury.

• Follow up. When an employee has an accident involving drug or alcohol use, follow up to make sure he or she has completed the rehabilitation program recommended by a licensed mental health professional. Follow-up and adhering to disciplinary procedures can help you avoid accidents and create a safer, more productive workplace.

 For more suggestions and other information on improving safety in your organization, please contact the PCOC Insurance Program department of EPIC at (877) 860-7378 or, email us @ ProPest@epicbrokers.com. Also check out: www.pcocinsurance.com.