But normality may be difficult to come by in the midst of active addiction. The demands of business and family and responsibility become too much. Denial, broken promises, excuses and alibis take over.
An intervention is an attempt to integrate them back into the real world. It’s a meeting where the alcoholic or addict is met with by close business colleagues, family, and friends. Interventions need to be well planned.
So, first things first.
At Recovery Direct, before the intervention, we’d look at both the employer’s and the employee’s circumstances.
(Bear in mind that Schedule 8 of the Labour Relations Act considers alcoholism and drug abuse as forms of incapacity that shouldn’t be dealt with in terms of the company’s disciplinary code).
Even – and this is crucial – is the intervention likely to be successful?
We bring in our trained, experienced counsellors to work with the people who will be present. Each family member, friend, and colleague should prepare. In a caring way, they usually cover four areas: an example of the alcoholic or addict’s behaviour that has harmed them or caused problems; the reasons why they believe the person is an alcoholic or addict; why they wish the person would address the problem; and the consequences if he or she doesn’t, whether it be termination of employment, divorce, custody of the children, or withdrawal of friendship. It’s important that people are prepared to follow through on these actions.
Only then is the real intervention possible.
We facilitate a real intervention by guiding discussions, avoiding recriminations and working through the addict’s denials. This can be a very difficult process but the benefits of an intervention outweigh the lack of one.
A successful intervention generates feelings of relief, hope and courage. Staff, family and friends walk away with a new lease on life.
The hardest part in any addiction scenario can be asking for help.
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.