Employee Assistance Programs (EAPs) are derived from the indus- trial alcoholism programs of the 1940s and '50s, although at that time such programs saw little coop- eration between labour and manage- ment. Joint participation between these two groups, in program devel- opment, implementation, and administration, has grown mainly in the past 10-15 years.

Over the last 30 years, EAPs as we know them today have under- gone significant changes. The early programs, dealing with alcohol, and later including other drug problems,

EAPs allow earl- ier identification of personal problems and the earlier any difficulty is identified, the greater the possibility of resolution.

were generally initiated by manage- ment because of employee absentee- ism, product quality, and safety and health reasons. Today’s programs take a more wholistic approach to assist distressed employees, and their families deal with the impact of personal problems.

EAPs are in fact employee benefit programs supported by both labour and management which offer assis- tance in areas such as counselling for: marital/relationship conflicts; parent-child conflicts; stress;

EMPLOYEE ASSISTANCE PROGRAM

IWA - Canada is helping fo set a standard

with the use of alcohol and other drugs. EAP’s provide employees and their families with immediate access to professional and confiden- tial assistance for these personal and interpersonal problems.

t

urer, CPU Local 1.

depression, grief; financial and legal concerns; and problems associated

Like traditional employee benefit programs, EAPs are concerned with employee welfare. However, the majority of traditional employee benefit programs, such as health and welfare (ie: weekly indemnity), disability insurance, life insurance, workers compensation, and pension plans, benefit the employee after he or she has left the worksite due to retirement, sickness, injury or death. On the other hand, EAPs assist the employee to maintain job effective- ness by removing personal obstacles that could hamper job functioning.

EAPs allow earlier identification of personal problems and the earlier any difficulty is identified, the greater the possibility of resolution. They permit labour and manage- ment to demonstrate their concern for distressed employees and their families in a constructive manner

totally removed from management’s

progressive discipline process. There is a strong need for such

programs, the programs are success-

ful, the facts support that conclu- sion. It is estimated that at a mini-

Receiving the National EAP Awards from left to right are: Neil Menard, 2nd Vice-President, IWA - CANADA; Bill Bryant, Secretary, PPWC Local 8; Hon. Jake Epp, Minister, National Health & Welfare; Wendy Marocchi, Chief Shop Steward, OTEU Local 15; Jim Stinson, Coordinator, EAP, MacMillan Bloedel Limited; Mike Hanlon, Treas-

of all industrial accidents resulf- ing in permanent disability are

believed to have been caused by

alcohol or drug

abuse.

mum, 5% of the workforce is alco- holic. Research suggests that 10-20% of workers generally may be problem drinkers. A problem drinker being

defined as “a repetitive, excessive pel

drinker whose use of alcohol is regu- larly and directly linked to private or public harm, and is seen as the source of difficulties in one or more important aspects of life.” It is also estimated that another 15% are affected by other behavioral health problems.

Although there is no conclusive research available on drug use in industry, it is estimated that up to 3-5% (in addition to problem drink- ers) of employees misuse drugs, and their job performance is impeded by that drug use. The most concerning of these drugs today are cocaine, marijuana, and prescription drugs such as valium, librium, diazepan, demerol, and codeine based medica- tions. It is also estimated that 5-7% of employees experience emotional and psychological stress.

When all factors are combined it is estimated that between 15 and 24% of the Canadian workforce enters the workplace each day with some form of significant personal problem. Each of these problems has the potential to effect their har- mony at home and at work, their ability to perform, the safety of themselves and others, their per- sonal health, and eventually their job security.

Safety Must Be Our Concern

In addition to the personal prob- lems created by the abuse of alcohol and other drugs, there is the very real concern for safety on the jobsite. Safety control relies upon the ability of workers to predict how they and their fellow workers will respond to hazardous situations. Take away that predictability and potentially dangerous situations arise.

A safe worker relies upon his/her ability to maintain control over his/ her own body and to predict the movements of others. The consump- tion of alcohol or drugs limits these abilities.

Eye-hand coordination, reaction time and other motor-sensory func- tions may be impaired even the day or days following consumption of alcohol and other drugs. A clear connection has been established between alcoholism and increased accident rates; an estimated 18% of all industrial accidents resulting in permanent disability are believed to have been caused by alcohol or drug abuse.

Because the alcohol and drug abuser on the job is a serious hazard, safety representatives should be involved in the planning, implemen- tation, and administration of any EAP.

See page 8 - EMPLOYEE ASSISTANCE

LUMBERWORKER/NOVEMBER, 1987/7