Dealing with addictions in the workplace March 2012
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Transcript of Dealing with addictions in the workplace March 2012
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Dealing with addictions in the workplace
by Toronto Training and HR
March 2012
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Contents3-4 Introduction to Toronto Training and HR5-6 Definitions7-9 Disregarding beneficial interventions10-11 Primary motivators12-13 Chronic pain14-15 Risk factors16-17 Treatments at the acute phase18-22 Recent cases23-24 Drugs25-26 The big five27-28 Job performance indicators29-30 The nature of addiction31-32 Continuum of substance use33-34 Causes of addiction35-37 Who is the substance abusing or
dependent employee?38-39 Signs and symptoms40-41 Workplace factors associated with higher levels of addiction42-43 Options available44-46 Legal drugs that can impair reaction time 47-48 Drug testing49-50 Conclusion and questions
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Introduction
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Introduction to Toronto Training and HR
• Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden
• 10 years in banking• 10 years in training and human resources• Freelance practitioner since 2006• The core services provided by Toronto Training and HR
are:- Training event design- Training event delivery- Reducing costs- Saving time- Improving employee engagement &
morale- Services for job seekers
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Definitions
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DefinitionsWhat is an addiction?
SubstanceSubstance useSubstance abuseSubstance dependence
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Disregarding beneficial interventions
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Disregarding beneficial interventions 1 of 2
50% of all medications are not taken as prescribedOnly 20% of people follow their doctor-recommended low-salt diet35% of deaths can be attributed to smoking, poor diet, inactivity and alcohol—behaviours that are well known to be unhealthy
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Disregarding beneficial interventions 2 of 2
Only 3% of the population routinely follows four primary healthy behaviours (not smoking, maintaining a healthy weight, being active and eating five servings of fruits and vegetables daily)
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Primary motivators
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Primary motivatorsPleasureAvoidance of pain
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Chronic pain
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Chronic painThe prevalence of chronic pain in the general population has been estimated at about 30%One in eight workers loses five hours per week of productive time (excluding missed days) from painReduced productivity while at work, combined with lost workdays, equated to $61.2 billion in estimated lost productivity for the U.S.
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Risk factors
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Risk factorsTRANSITION FROM ACUTE PAIN TO CHRONIC PAIN TO LONG-TERM DISABILITYFear-avoidanceCatastrophizing (focusing on negative outcomes)Other physical or mental health comorbiditiesLack of social supportJob dissatisfactionSubstance abuse Compensation status
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Treatments at the acute phase
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Treatments at the acute phase
DECREASE PAIN, INCREASE FUNCTION AND LESSEN DISABILITYMedical managementPatient educationNutrition counsellingPhysiotherapyBiofeedbackOccupational therapyPsychological counselling
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Recent cases
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Recent cases 1 of 4Syncrude v Donald (ALBERTA)
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Recent cases 2 of 4LOCKERBIE caseFactors the Court sets out to evaluate whether a company has an “employment” relationship with an individual under human rights laws, i.e., whether that person can sue for employment discrimination:The existence of another employer;Who controls and directs the work;Who pays the wages and does the payroll;
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Recent cases 3 of 4LOCKERBIE caseWho the individual perceives to be his employer; andThe extent to which the individual is part of your organization
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Recent cases 4 of 4Irving Pulp & Paper, Limited v. Communications, Energy and Paperworkers Union of Canada (NEW BRUNSWICK)
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Drugs
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DrugsBarbiturates and benzodiazepinesCocaine, methamphetamine and other stimulantsMarijuana and hashishNarcotics and opioids
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The big five
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The big fiveAlcoholCocaineGamblingMarijuanaSex
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Job performance indicators
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Job performance indicatorsGeneralLatenessAccidentsMoraleAbsenteeism
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The nature of addiction
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The nature of addictionPhysical factorsPsychological factorsSocial factorsSpiritual
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Continuum of substance use
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Continuum of substance useUseMisuseAbuseDependencyAddiction
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Causes of addiction
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Causes of addictionBiological predispositionSocial primingEarly childhood attachmentTrauma experiencesBio psychosocial model encompasses all elements and recognizes synergistic interaction between them
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Who is the substance abusing or dependent
employee?
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Who is the substance abusing or dependent
employee? 1 of 2The vast majority of substance dependentpeople hold down employmentMost of these people are not identified as having aproblem (est. 70% remain unnoticed)Have higher rates of absenteeism, presenteeism, accidents, illness and disability claimsCan make the workplace vulnerable to theft/fraudor costly mistakes
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Who is the substance abusing or dependent
employee? 2 of 2Often negatively impact morale amongst teams(“covering”)Contribute to higher rates of turnover amongst employeesMay impair the company reputation or “brand” ifaddiction is public
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Signs and symptoms
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Signs and symptomsObviousSubtle signsBehavioural and healthPerformance
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Workplace factors associated with higher
rates of addiction
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Workplace factors associated with higher rates
of addictionRepetitive jobs with little sense of control/inputWorking independently or with little directsupervisionCo-workers who condone or encouragesubstance useJobs that allow the employee to be highly mobileHigh stress jobs with no opportunity todebrief/receive supportLack of official policy or company position onsubstance use
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Options available
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Options availableThe substance abusing employeeThe dependent employeeFor all substance involved employees
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Legal drugs that can impair reaction time
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Legal drugs that can impair reaction time 1 of 2
Anti-anxiety medicationAmphetaminesBarbituratesStimulantsNarcotic pain medicationsBlood sugar medicines
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Legal drugs that can impair reaction time 2 of 2
AntidepressantsTranquilizersAnti-seizure medicinesSedativesMedicines containing alcoholAntihistamines
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Drug testing
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Drug testing ReasonablenessTesting prior to employment“For cause” testingTesting on a random basisWhat policies should containPolicy breaches
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Conclusion and questions
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Conclusion and questionsSummaryVideosQuestions