Citations & Excerpts

Firms advised to re-evaluate substance-abuse practices compassion, but not coddling, is suggested for affected employees

January 28, 2003
JOHN KIRKPATRICK

Most alcoholics and drug addicts aren't out on the streets or even out of work. About 75 percent, and maybe more, are holding jobs, according to estimates.

Just as they cause chaos in their personal lives, alcoholics and drug addicts do the same at work. And it's time for employers to change some long-standing practices, say substance-abuse experts.

As things are, many bosses and co-workers often let alcoholics and drug addicts get away with behavior that wouldn't long be tolerated in other workers. One reason is that alcoholics and drug addicts possess a particular genius for deception and for luring others into protecting them, says Bruce Cotter, an alcoholism and addiction specialist.

Covering up

In a seemingly odd conspiracy, co-workers cover up the employee's frequent tardiness, dubious claims of "car trouble" and other workplace sins. That can continue even though the conspirators may have to do the work that their problematical colleague should handle.

Suspicious bosses might consider asking an employee if he or she has a problem - but then don't, for fear of invading someone's privacy.

Mr. Cotter has seen all this before. He's a recovering alcoholic who once pulled all the tricks.

Mr. Cotter now works with firms and families in handling alcoholics and drug addicts. His specialty is as an interventionist - playing a principal role in facing down alcoholics and drug addicts.

If Mr. Cotter is working on a company's behalf, he tells affected employees that the game is over, that no one is going to cover for them anymore, that their jobs are on the line if they don't get treatment. With their jobs at stake, employees tend to agree, and Mr. Cotter immediately whisks them away to a treatment center.

Compassion is called for, but coddling is not, he said. Among his favorite expressions: "As long as there is a cushion, the drinker will drink and the user will use."

In his drinking days, he took advantage of all the breaks that employers offer. One is that companies rarely do serious work to see if a job candidate has a history of alcohol or drug abuse.

A reformation of business culture regarding alcoholics and drug addicts is necessary, Mr. Cotter said. Not only is it a money-saver but also a moral obligation, he said.

"These people are dying. If you saw someone by their desk and they were turning blue, you'd call 911. If you saw someone by their desk and there's a bottle of bourbon beside them and they've passed out, people tend to look the other way. It's the same situation," said Mr. Cotter, author of When They Won't Quit, which is aimed at families, friends and employers of alcoholics and drug addicts.

Financial prudence should be considered, said Mr. Cotter, whose main office is in Butler, Md.

Putting an alcoholic or drug addict into a treatment center can be expensive, he said - perhaps $20,000 for a 28-day stay. But there can be plenty of payoffs: no costs for replacing that employee, and the return of a grateful worker who's likely to perform better than ever and with great loyalty. Other compensation comes when employees learn of such policies and come to view the company as clearly honorable.

"It's a very smart financial thing to do," Mr. Cotter said.

Progressive approach

American Airlines Inc. enjoys a longstanding reputation for progressive programs to help alcoholics and addicts. Some are sent to treatment centers and others may be told to go to Alcoholics Anonymous or Narcotics Anonymous or get counseling - or any combination thereof.

At the Fort Worth-based airline, no stigma is attached to alcoholism and drug addiction, said spokeswoman Andrea Rader. "These are medical issues. It's not a lack of willpower or that you're just a bad person."

Assistance is available to every employee. American also makes sure that employees know the company's policy, Ms. Rader said.

"We want to be in a position where, rather than punishing these people, we help them and bring them back as productive people. You get healthy employees and loyal employees," she said.

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