This study explores supervisor’s experiences and perceptions of substance dependency and abuse within an organisation, the strategies used by these supervisors in dealing with substance-related incidents and their perceived effectiveness of the employee assistance programs utilised. Qualitative methodology was employed and semi- structured interviews were conducted. A non-probability sampling technique was used and a convenience sample comprising of 9 participants was selected from a single organisation in central Durban. The data obtained was then qualitatively analysed using thematic analysis. The findings indicate that substance abuse and dependency were present within the organisation but not a prevalent problem. Supervisors were well versed in company policies and responsive to employee substance related issues. Furthermore, supervisors perceived the organisations employee assistance program utilised as highly effective. / Thesis (M.Sc.)-University of KwaZulu-Natal, Durban, 2009.

Thesis (Ph.D.) - Carleton University, 2007. / Includes bibliographical references (p. 202-215). Also available in electronic format on the Internet.

Thesis (Ph. D.)--University of Washington, 2006. / Vita. Includes bibliographical references (leaves 82-97).

1)Area of investigation This hospitality project will cover Alcoholism in brief, available detoxification programs and the relative need for an Employee Assistance Program in the hospitality industry to help the alcoholic employee. 2)Materials and methods that were used Existing texts, professional and trade journals, government documents, phone conversations with industry leaders and the author's own experience in dealing with alcoholic employees. 3) Major findings a. There are an estimated 10 to 12 million problem drinkers (including alcoholics) in the adult (18 and over) population or approximately 8 percent of the 150 million adult. b. Liver cirrhosis (caused by alcohol) ranked as the sixth most common cause of death in the U.5. c. Alcohol abuse cost the U.S. $116.7 billion in 1903, consisting of $18 billion in lost production, $50.6 billion in reduced productivity, $17 billion in health and medical ii costs, $10 billion in motor vehicle accidents, $4 billion in violent crimes, $3 billion in racial responses and $2 billion in fire losses. (All $ amounts are approximate figures.) d. The rate of alcoholism is on an increase, e. As of 1985, there was only one major hospitality company with a program to help alcoholic employees. f. In the production and service industry, troubled employees used 3 to 4 more times as many medical benefits that their co-workers. g. Alcohol abuse has been overlooked and/or ignored and/or accepted in the hospitality industry. 4) Results and Conclusions a. Alcoholism in the hospitality industry cannot be ignored or accepted or overlooked any longer. b. The benefits to be derived from a good Employee Assistance Program for hospitality industry would be endless. c. There is an urgent need in the hospitality industry for a program to help alcoholic employees respond to available treatment and return to productive lives.

The research study was to identify what strategies could be used by organizations in managing or containing substance abuse in the workplace. In solving the research problems, the following actions were taken: A literature study was conducted to identify the scope and impact of substance abuse in the workplace; A literature study was also conducted to identify the strategies to prevent and contain substance abuse in the workplace;The findings from the literature studies were integrated into a model of best practices for the management of substance abuse in the workplace; The model was used as a basis for the development of a survey questionnaire to determine which strategies and wellness activities the surveyed companies were using. The questionnaire survey was administered at 25 companies in Port Elizabeth. The empirical results revealed that substance abuse was common at all organizations and the size of the organization had no bearing on the extent of the substance abuse problem. The majority of the participants in the study indicated that they experienced substance abuse problems in their organizations with alcohol consumption being the main problem at these organizations. The results also revealed that companies were not doing enough in terms of education and awareness campaigns. The lack of campaigns and education material could pose a difficult challenge to deal with and could result in companies experiencing adverse performance. Another contributing factor in the prevalence of substance abuse in the workplace was that alcohol and tobacco were referred to as socially acceptable substances.

No description available.

A considerable amount of literature has been written on Employee Assistance Programs (EAPs), yet the research to date has not proven the effectiveness of such programs. Due to the confidential nature of EAPs, research data are difficult to find. Many elements make up an EAP. The hypothesis tested during this research is that companies incorporating what are considered by many to be the essential elements of EAPs will have more positive opinions of those elements and will save more money when compared to companies that do not have an EAP. The data were collected over a four-week period from 52 Central Florida businesses. The collection device was a survey which inquired about current EAP practices and general attitudes toward EAPs. The results showed that those companies that have EAPs have more positive opinions on all but one of the attitudinal elements in the survey when compared to companies that do not have EAPs. The results suggest that companies that implement EAPs place more emphasis on practices that will benefit both the employee and themselves.

Eight subjects participated in an assembly task in which they assembled a simulated circuit board. The task required exact placement of three similarly coded resistors, which were chosen from a set of five resistors, followed by adjusting a voltmeter to a specified value. Participants performed the assembly task under various blood alcohol concentrations (Placebo, 0.05%, 0.07%, and 0.09%) to assess the effects of alcohol and workload on quality and productivity. Three levels of paced task conditions and two levels of unpaced task conditions were used for the assembly task conditions. In this study, seven measures of performance were assessed: number of correctly completed units, number of orientation errors, number of position errors, frequency and magnitude of meter adjustment errors, number of improper resistors, and number of incomplete units. A significant alcohol effect (p < 0.0001) was evident for all the dependent variables in the two pacing paradigms with the exception of the magnitude of the meter adjustment errors. Under the paced paradigm, the task condition was significant (p < 0.0001) for the number of completed units, the number of position errors, the number of orientation errors and the number of completed units. Unpaced task condition revealed significance (p < 0.0001) for all the dependent variables with the exception of meter adjustment magnitude. Interactions of alcohol by paced task condition were significant for the number of inaccurate units (p < 0. 00161) and the number of completed units (p < 0. 0001). Unpaced condition revealed interaction effects for the number of completed units (p < 0. 0001), the number of position errors (p < 0. 0001), the number of resistor errors. / Master of Science

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2012 / The overlap between misconduct and incapacity in case of intoxication and alcoholism remains a grey area. It is trite that an employee can be dismissed if under the influence of alcohol during working hours. On the other hand, the Code of Good Practice: Dismissal for conduct and incapacity in item (10) of schedule 8 of the Labour Relations Act 66 of 1995 singles out alcoholism as a form of incapacity that may require counselling and rehabilitation. There is a thin line between cases in which intoxication can be treated as misconduct, and those cases in which alcoholism should be treated as incapacity. The purpose of this study is to critically analyse dismissal on the grounds of alcoholism and intoxication at the workplace.

During the past twenty years, extensive research has been conducted concerning the judgmental processes of labor arbitrators. Previous research, sometimes referred to as policy capturing, attempted to identify the criteria or standards used by arbitrators to support their decisions. Much of the research was qualitative. Due to the categorical nature of the dependent variables, log-linear models such as logit regression have been used to examine decisional relationships in more recent studies. The decision cues used by arbitrators in 249 published alcohol- and drug-related arbitration cases were examined. The justifications for arbitrators' decisions were fitted into Carroll Daugherty's "seven tests" of just cause. The dominant cues were proof of misconduct, the appropriateness of the penalty, and the business necessity of management's action. Foreknowledge of the rule by the grievant and the consequences of a violation, equal treatment of the grievant, and an appropriate investigation by management were also important decision cues. In general, grievants in alcohol and drug arbitration cases fared as well as grievants in any other disciplinary arbitrations. However, when the cases were analyzed based on the legal status of the drug, illicit drug users were at a considerable disadvantage.