Volume 17, Issue 1 (2020)
ioh 2020, 17(1): 370-381 |
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damari B, Taheri F, almadani H, noory R, Narenjiha H. A practical patternl for employers to face with drug addicted workers. , ioh. 2020; 17 (1) :370-381
URL: http://ioh.iums.ac.ir/article-1-3130-en.html
URL: http://ioh.iums.ac.ir/article-1-3130-en.html
1- Associated Professor, Department of Governance and Health, Neuroscience Research Center, Tehran University of Medical Sciences, Tehran, Iran , bdamari@gmail.com
Abstract: (3006 Views)
Background and aims: Workplace is a unique situation for treating substance abuse issues. Employer as one of the suffering groups can play an important role in treatment of substance abusing workers. Establishing healthcare houses in workplaces provides an opportunity to play such a role. One of the most important interventions in the workplaces is defining and implementing the employee assistance programs (EAP), through which they can support employees in the relatively risky and unstable environments. This study aims to determine a practical pattern to help employers how to treat and face with addictive drug users.
Methods: This is a qualitative study. For data gathering, three methods were used; reviewing the literature, holding focused group discussions and distributing written questionnaires. The initial conceptual model is submitted to all stakeholders to get their comments and finalize the proposed model.
Results: A pragmatic pattern for employer to confront substance abuser in workplaces consist of two phases; periodically repeated self-declaration and random test. In case of positive answer, the treatment process will be started. The incentive measurements for treating a substance abusing workers in the self-declaration phase are more than the random test. The implementation of this model requires the provision of legal, physical and ethical considerations. Approving this proposed model in a form of instruction by the council of Coordinating of providing health services for insured persons, the High Council for Health and Food Security, and the High Council of Cultural and Preventive Narcotics Counter Headquarters, and also encouraging top employers would be suggested.
Conclusion: Undoubtedly, substance abuse in workplaces is one of the major problems, defining and implementing EAP is the most important interventions. EAP offers different solutions for problematic employees. The result of this study is a standard behavior guideline to help employers how to treat with drug users in the workplaces. In the first step, self-declaration should be applied. In the positive test result, treatment procedure has to be implemented. In the second step, random test should be given and in positive cases the treatment procedure has to be followed. Furthermore, regulatory, physical and ethical infrastructure should be considered in both steps.
In a research which is conducted in 2009 in the United-states, a guideline for appropriate facing with alcohol and substance abusers in workplaces is recommended. Initially, identifying the substance abusers is vital, then set and select a treatment program according to the level of addiction is suggested; treatment and hospitalization, home treatment programs, intensive outpatient care, behavioral therapies, social support programs, recovery care period, a leave of absence and also returning to work plans.
A national study in 2014 entitled addiction preventive program in Iranian workplaces shows the main direct results from individual’s view which are increasing awareness and sensitivity in employees and employers to addiction, empowering the responsible persons (Behban) in workplaces and the indirect impacts of addiction reduction in workplaces such as an increase in productivity, reduction of taking off and being absent.
The bold specifications of this study are as follow; It is ordered by main policymakers in national level, the stakeholders ideas are considered to finalize the pattern and the other important factor is that incentive behaviors are considered in all procedure rather than punitive treatment.
Approving the proposed pattern in a form of standard behavior guideline by the council of Coordinating of providing health services for insured peoples, the High Council for Health and Food Security, and the High Council of Cultural and Preventive Narcotics Counter Headquarters, and also encouraging top employers would be suggested.
Methods: This is a qualitative study. For data gathering, three methods were used; reviewing the literature, holding focused group discussions and distributing written questionnaires. The initial conceptual model is submitted to all stakeholders to get their comments and finalize the proposed model.
Results: A pragmatic pattern for employer to confront substance abuser in workplaces consist of two phases; periodically repeated self-declaration and random test. In case of positive answer, the treatment process will be started. The incentive measurements for treating a substance abusing workers in the self-declaration phase are more than the random test. The implementation of this model requires the provision of legal, physical and ethical considerations. Approving this proposed model in a form of instruction by the council of Coordinating of providing health services for insured persons, the High Council for Health and Food Security, and the High Council of Cultural and Preventive Narcotics Counter Headquarters, and also encouraging top employers would be suggested.
Conclusion: Undoubtedly, substance abuse in workplaces is one of the major problems, defining and implementing EAP is the most important interventions. EAP offers different solutions for problematic employees. The result of this study is a standard behavior guideline to help employers how to treat with drug users in the workplaces. In the first step, self-declaration should be applied. In the positive test result, treatment procedure has to be implemented. In the second step, random test should be given and in positive cases the treatment procedure has to be followed. Furthermore, regulatory, physical and ethical infrastructure should be considered in both steps.
In a research which is conducted in 2009 in the United-states, a guideline for appropriate facing with alcohol and substance abusers in workplaces is recommended. Initially, identifying the substance abusers is vital, then set and select a treatment program according to the level of addiction is suggested; treatment and hospitalization, home treatment programs, intensive outpatient care, behavioral therapies, social support programs, recovery care period, a leave of absence and also returning to work plans.
A national study in 2014 entitled addiction preventive program in Iranian workplaces shows the main direct results from individual’s view which are increasing awareness and sensitivity in employees and employers to addiction, empowering the responsible persons (Behban) in workplaces and the indirect impacts of addiction reduction in workplaces such as an increase in productivity, reduction of taking off and being absent.
The bold specifications of this study are as follow; It is ordered by main policymakers in national level, the stakeholders ideas are considered to finalize the pattern and the other important factor is that incentive behaviors are considered in all procedure rather than punitive treatment.
Approving the proposed pattern in a form of standard behavior guideline by the council of Coordinating of providing health services for insured peoples, the High Council for Health and Food Security, and the High Council of Cultural and Preventive Narcotics Counter Headquarters, and also encouraging top employers would be suggested.
Type of Study: Research |
Subject:
Organizational Psychology
Received: 2019/11/9 | Accepted: 2020/08/6 | Published: 2020/09/22
Received: 2019/11/9 | Accepted: 2020/08/6 | Published: 2020/09/22
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