We can’t rely on one person to carry the weight and responsibility of making the workplace safe. It won’t work. If supervisors do not understand the policy and the need for safety they could easily let someone go on who has the smell of alcohol on them for example. They could believe a dumb excuse that it is aftershave or that it was only two beer the night before. They could refuse to alcohol test this person thinking that it will get better down the road. They could neglect to carry out the un-announced alcohol tests that have been recommended by the SAP.
Getting used to enabling is easy. People like you because you don’t challenge them. They like you because you are a people pleaser. They don’t respect you because they think that you are not worthy of respect because you are not doing your job. They think you are easily manipulated. Go on about your day and ignore the warning signs of addiction problems and pray to God this person does not cause an accident before you retire. I have known people like this. They are not serving anyone but themselves.
Unfortunately “it all comes out in the wash” as my father used to say down the road. Someone is going to be accountable for incompetence and poor supervision if there is an accident and then it becomes not pretty. So much easier just to do your job and let the chips fall as they may and you may be helping someone. One thing you will be keeping your workplace safe and following due diligence procedures.
Please follow and like us:
What Constitutes Success?
The benchmarks of a successful alcohol and drug program should be based on safety, not whether the individual causing the problem changes or not. If it is run correctly, no one gets hurt and the person with problems has the opportunity to get help. That is success right there! If the person takes the help and changes that is a terrific bonus but that is not the ultimate goal.
What do you do with someone who does not want to stop drinking or drugging? You will realize with some education that there is nothing you can do to force them to stop. Gentle pressure can be put on people but the main pressure has to come from the person themselves. They have to get to a place where they know deep down that they are the ones that have to change. They begin to understand that they are responsible for their own problems. They see that no one is coming to save them because they have to save themselves.
Firing the person and then rehiring them without some type of verifiable change is not the answer. That happens and it just teaches an addict that they can get their job back without changing so the next time they drink or use they believe there are no consequences. True and long lasting change must come from within. If the desire for change is not there then that is your answer and you may as well know this sooner than later, they are not ready for change at this time.
People with alcohol and drug problems fail to stop drinking or drugging until they come to the realization that their usage will cause them problems. That is just the way it is. For an addict to recover many factors have to come into play and sometimes it is just is not the right time for them to see their part. They are not ready to stop yet and they may never stop. Do you do wait forever until they decide to stop and allow them to become a safety risk and liability for your company? The whole is more important than the parts. There is a balance between safety and human rights.
Please follow and like us: