Item 10 of Schedule 8 of the Labour Relations Act alcoholism and drug abuse are considered to be forms of incapacity and should not be dealt with in terms of the disciplinary code of the company. Employers therefore have to attempt to assist the employee in overcoming his or her dependency problem and recommended that the employee participates in a registered addiction rehabilitation programme.
There is no one-size-fits-all approach to addiction recovery. Individuals are individuals and their needs differ in every case.
We’ll assess your needs (without charge) and then design a recovery programme or make a recommendation that is best suited for you and your lifestyle.
A Better Option for Employers
- It’s better to rehabilitate an employee than hire a new one. (However the employee also needs to be invested in their own recovery. So both parties win with a successful outcome.)
- Employers can share the cost of treatment in support of addicted employees.
- Employers and the addict gets premium recovery at half price, partly funded for by money that would have to be kissed off to tax!
Addiction In The Workplace
Understanding employees pressures, management expectations and creating a substance abuse free culture in the business. Working with affected employees and managing performance and outputs.
Guide for Employers Dealing With Addictions
Establishing leadership structures that are supportive and aware of how addiction affects bottom lines. Working on strategies to handle addiction in the workplace that are sustainable and viable to the long term success of the business.
High Performance Employee Addiction
Key employees are often the highest risk employees from an addiction perspective and frequently cause the biggest impacts on the flow of business. Handling high functioning alcoholics and drug users can be a delicate task and one that needs experience and consultation.
Call Centre Staff Substance Abuse
High pressures, long shift work hours, low / high pay employees are frequently a hotbed for addiction issues. Recovery Direct has a process based approach to recovery with a solution for maximising call centres having to deal with addiction and recovery of staff in a cost effective, profit focused way.
Delicate task of managing employee / employer discussions around addiction issues in the work place. Addiction affects performance and working to confront situations can be uncomfortable for both employees and employers. We understand how difficult this process is and have a solution that will enable employers to divert the hard part of the conversations onto Recovery Direct.
Employees Coming Out of Detox
Handling high risk relapse situations and establishing structured work plans for employees to stay clean and sober.
High Pressure / Stress Work Environments
Employees lead two lives – work and family. Either of these lives could be the underlying cause of long periods of “hidden” alcohol or drug abuse that could result in longer term addiction issues. Often this lead-up to dependence is beyond the visible range of employers. Recovery Direct has an organisational counselling structure that enables businesses to leverage off an “neutral third party” to identify and handle problems before the cracks start appearing in actual operational flow of the business or employee performance.
Conducting Disciplinary Hearings With Alcoholics
Dealing with performance based disciplinary hearings with alcoholics is a stressful undertaking for line management structures. Having the right policies in place, before hand and following due process is invaluable in minimising further labour law contraventions and CCMA appearances. Employers in South Africa need to understand the legislation, how it protects employees and how to deal with these issues in a format that is constructive.
Conducting Disciplinary Hearings With Drug Users
Drug users are frequently harder to detect than alcoholics. Drugs fly under the radar for months because they are not “visible” or “socially accepted”, however when the issues arise the handling of sensitive discussions are harder. There are greater legal implications to possession, trafficking and theft, Not being drug users it’s harder for employers to relate to the issue and make a fair or clear decision. This clarity can frequently have a knock on effect in a variety of formats that are not beneficial to the business. Understanding the mechanics of these disciplinary hearings enables business owners to choose the best direction before confrontation / intervention / disciplinary.
Working With Employees in Recovery
Employing recovering addicts makes good business sense. Sending valued employees who are struggling with addiction to treatment is cost effective; saves valuable skills, avoids re-hiring, expensive training of new employees, and down time due cause by lack of experience. Staff can achieve financial, social and personal stability. Less likely to take sick days. 12-step programme embraces honesty, humility and integrity.
Why Is it Good Business Sense to Hire Recovering Staff
Research suggests that people in recovery are often: Highly motivated to work – employment gives them the opportunity to get their lives back. They are loyal and committed to the employer willing to help them achieve stability in all areas of life. Less likely to take sick days.
Workplace Legislation and Addiction
Incapacity Schedule 8 of Labour Relations Act
CODE OF GOOD PRACTICE: DISMISSAL
Schedule 8 amended by s. 57 of Act No. 42 of 1996 and by s. 56 of Act No. 12 of 2002.
The degree of incapacity is relevant to the fairness of any dismissal. The cause of the incapacity may also be relevant. In the case of certain kinds of incapacity for example alcoholism or drug abuse, counselling and rehabilitation may be appropriate steps for the employer to consider.
Where an employee is suffering under incapacity as a result of their alcoholism, the employer is under an obligation to counsel and assist the employee in accessing treatment for their disease. The employee is not at fault for his / her behaviour and cannot be blamed for their disease and its impact on their behaviour, discipline would be inappropriate in the circumstances. More…
Recovery Direct will assist with the following work related addiction issues:
- Working with Executives and Addiction
- Formulating Employers Substance Abuse Policy
- Internal Policies for Drug Use
- Internal Policies for Alcohol Abuse
- Affordable Employer Outpatient Services
- Affordable Employer Secondary Recovery Centres
- Long Term Addiction Recovery
- Employee Recovery = Bigger Profit Margins
- Understanding Craving in the Workplace
- HR Staff Training Programmes
- Executive Management Addiction Training (Performance Related)
Recovery Direct broker conversations with the right people to make the right decisions to get the right outcomes.