Hospital Employee Assistance Programs

Blair, Brenda R.

doi:10.1097/00004479-198605000-00009

Cited by 2 publications

(1 citation statement)

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“…• A mentally and physically healthy employee is an organizational asset. • Employees who experience alcohol addiction or other addictive problems, whether personally, in the family, or by coworkers, can be helped by an EAP (Blair, 1985;Lewis, 1989;Masi, 1984).…”

Section: Resultsmentioning

confidence: 99%

Fitness for Duty Policy

Callery¹,

Schepis-Mallon²

1995

AAOHN Journal

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ubstance abuse is an active problem in the workplace. According to the National Institute on Drug Abuse (1990) ten million persons are addicted to alcohol and three million persons are addicted to drugs. Of these, approximately seven million are employed. Researchers have shown a consistent relationship between chemical abuse and poor job performance (decreased performance, decreased efficiency, tardiness) and excessive use of benefits such as sick time, disability, and workers' compensation (Brock, 1987: Denenbery, 1983; National Institute of Drug Abuse, 1990). When employees function under the influence of alcohol, drugs, or personal problems, employers can expect an increased use of sick leave and other medical benefits (Dickman, 1988). Wrich (1982) estimated that 20% of United States workers have problems that adversely affect their jobs and personal lives. Furthermore, employees with a known chemical dependency problem function at only two thirds of their potential and are responsible for as many as 50% of all production problems (Gould, 1988). The abuser of alcohol may be late 3 times more often, may request early dismissal or time off 2.2 times more often, may be absent 16 times more often, may use 3 times the amount of sick ben

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Section: Resultsmentioning

confidence: 99%