Addiction doesn’t take time off. Just because you’re at work from 9 a.m. to 5 p.m. doesn’t mean the urge to use only rears its head once you clock out for the day. It’s fortunate then that companies facing this harsh reality can turn to the federal Employee Assistance Program (EAP) for help with getting their workers back to leading healthy lives. According to the U.S. Office of Personnel Management (OPM), “EAPs address a broad and complex body of issues affecting mental and emotional well-being, such as alcohol and other substance abuse, stress, grief, family problems, and psychological disorders.” It’s drug addiction treatment that Lighthouse Recovery Institute would like to focus on, however, as this Florida-based rehabilitation facility specifically treats men and women in the throes of addiction. Since an EAP review will often end with the suggestion of seeking drug addiction treatment, it’s important to differentiate those other medical issues from the addiction problems that Lighthouse Recovery Institute addresses.
According to Corporate Wellness Magazine, absenteeism, poor job performance and even arrest are some of the factors that employers need to keep an eye out for if they suspect a worker of having a substance abuse problem. Issues such as drowsiness and slurred speech may be more immediate indicators, but the overall takeaway for employers is that medication collection and mandatory drug testing could help workers suffering from abuse issues. When an employee raises the topic of an EAP with their employer, it’s often done by broaching the difficult subject with their human resources department. That’s because this is a health care coverage topic and even those who’ve elected to forego insurance will still likely be able to use this route. As the OPM notes, these voluntary programs are also free and confidential so counseling and referrals are kept between you and the treatment organizations you’re paired with. It’s also possible for an employer to initiate the EAP process if a worker’s substance abuse issues become apparent and are affecting work. Either way, an EAP representative will eventually make the referral that puts the employee in touch with treatment options before eventually returning to work.
After EAP phone consultations or meetings with a counselor, admission to a rehabilitation facility may be recommended. Whether this means mandatory inpatient drug addiction treatment or is an after-hours AA or NA meeting depends on the employee’s condition. According to the human recourses news website Workforce.com, the cost of an EAP is low and typically covered by the company’s existing health care plan. From the employee’s perspective, being able to lead a productive life once again is the end goal. From the employer’s perspective, a worker who enters an EAP is one proactively looking to change their life and make meaningful contributions to the office in the near future. When a rehabilitation facility like Lighthouse Recovery Institute is selected as the treatment site, the patient will receive the utmost care and assistance as they head down the road to recovery.