Based on Bayer and Gerstein's (1988a) Bystander-Equity Model of Supervisory Helping Behavior, this study examined the relationship between characteristics of Employee Assistance Programs (EAPs), supervisors, workers, and the EAP referral process. These theorists suggest that individual and environmental variables interact in a dynamic fashion and that one result of this process is a management-initiated EAP referral. Specifically, it was hypothesized that managerial status, type of troubled worker, and EAP location would affect supervisors' likelihood to refer hypothetical impaired employees to an EAP.Graduate students (N = 222) were asked to imagine themselves as supervisors (upper, middle, or front-line) employed by a fictitious manufacturing firm. They were also asked to imagine that they were responsible for some hypothetical workers described in a set of scenarios. Each participant received one of three sets of scenarios (cocaine abuser, alcohol abuser, or job-impaired worker). Additionally, half of the participants were told that their EAP was corporately owned and company-based, and that the personnel were employees of the firm. The other half were told that their EAP was contracted-out to independent practitioners (i.e., not employees of the company), and that the program was community-based. Upon review of each scenario, respondents were asked to indicate their likelihood (OZ-100%) of referring a particular hypothetical employee to their fictitious EAP.Results of an ANOVA revealed no significant interactions. As expected, however, two main effects for type of substance abuse and managerial level were found. Participants were more likely to refer cocaine abusers to an EAP than alcohol or non-substance abusing hypothetical employees. Referral rates were also found to be higher for alcohol abusing workers as compared to non-substance abusers. Additionally, it was discovered that front-line managers were more likely to make referrals as contrasted with upper-level managers. There was no effect found for the location of the EAP.Based on these findings a number of theoretical explanations were offered as were empirical and programmitic implications. Limitations of this project were discussed in terms of the analogue methodology, the single dependent measure (i.e., likelihood to refer), the stimulus materials, and the sample population used. / Department of Counseling Psychology and Guidance Services

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 1999. / Includes bibliographical references.

Thesis (MBA)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: There has been a dramatic increase in the use of the drug methamphetamine, also known locally as tik, in the Western Cape, specifically in Cape Town. This trend impacts the availability and the quality of labour as well as the productivity of current employees. The presence of tik abuse in the workplace represents both legal and ethical challenges to employers. The Labour Relations Act of 1995 states that employers must ensure a safe working environment for their employees. The actions of tik users tend to increase the risk of injuries at work and the occurrences of workrelated accidents that may harm others. Social responsibility requires employers to operate their business in an honourable manner, to provide good working conditions and to work actively to better the quality of life of the local communities where it operates. This responsibility translates into helping the tik users that they employ. The current relationship between employer and employee regarding tik is marred by conflict and misunderstanding. Employers seem unsure what to do and are unaware of how far-reaching tik abuse is. Tik abuse causes many problems for employees and also for their family and friends. By gathering information in a structured way the study aims to improve the understanding of employers so that they can help and prevent tik-related problems in the future. The study utilized descriptive qualitative research in the form of a questionnaire given to recovering tik users at two treatment centres in Cape Town, SANCA and De Novo. The research ran for about a month and gathered 82 usable questionnaires. Results, along with a literature study, were used to create a framework to guide employers on identifying tik users and on how to deal with them. The framework, the Tik Identification and Intervention Protocol (TIIP), contains criteria to help identify employees that may be using tik. The study showed that many international trends are evident in Cape Town. Approximately 40% of participants indicated that they were absent from work more often than prescribed by labour legislation; 70% of participants experienced that tik affected their ability to perform their duties; 32% of participants admitted that they stole to obtain funding for their drug habit. Some new findings became evident, such as the impact of the family on the participant's decision to go for treatment. The Western Cape's treatment centres are severely hampered by a lack of resources and are incapable at present of dealing with the current flood of patients. While plans are in place to rectify this, it is clear that in the short term at least, employers will have to take up more of the slack. The recovery process for a drug addict takes a long time; experts suggest it may take up to two years. Therefore employers need to be involved and create support programs at work to assist employees in their recovery. Employees can be cured from their dependency on tik, so that they can become healthy and contribute to the community and to their employer. / AFRIKAANSE OPSOMMING: Daar is 'n dramatiese toename in die voorkoms en gebruik van metaphetamien (plaaslik bekend as tik) in die Wes-Kaap, spesifiek in Kaapstad. Die tendens het 'n impak op die verskaffing en die kwaliteit van beskikbare arbeid, sowel as die produktiwiteit van huidige werknemers. Die voorkoms en gebruik van tik in die werksplek het beide wetlike en etiese uitdagings vir werkgewers. Die Arbeidswet van 1995 verklaar dat die werkgewer daarvoor verantwoordelik is om te verseker dat hul werksplek veilig is vir hul werknemers. Tik gebruikers verhoog die risiko en die voorkoms van werksbeserings en werksongelukke wat ander werknemers ook mag beinvloed. Sosiale verantwoordelikheid vereis van werkgewers om hul besighede op 'n eerbare wyse te bestuur, om goeie werksomstandighede te verseker en 'n aktiewe bedrae te lewer in die plaaslike gemeenskap waar hulle hul ook mag bevind. Die verantwoordelikheid sluit tik gebruikers in. Die huidige verhouding tussen werkgewers en werknemers in verband met die misbruik van tik word gekenmerk deur konflik. Werkgewers blyk onseker te wees ten opsigte van wat hul te doen staan en hoe verreikend die impak van die misbruik van tik mag wees. Die misbruik van tik veroorsaak 'n menigte probleme vir werknemers, sowel as vir hul vriende en families. Hierdie studie poog am deur 'n gestruktureerde wyse informasie te versamel met die doel om die begrip van werkgewers te verbeter, sodat hul tik gebruikers kan help en tik-verwante probleme in die toekoms kan voorkom. Die studie is beskrywend kwalitatief van aard en gebruik 'n vraelys om informasie te versamel by twee behandelingsentrums in Kaapstad, SANCA en De Novo. Die navorsing het vir omtrent 'n maand geduur waarna 82 bruikbare vraelyste ingewin is. Die resultate, sowel as die literatuurstudie wat gedoen is, is gebruik om 'n raamwerk op te stel wat werkgewers kan help om tik gebruikers te identifiseer, sowel as hoe om hulle te ondersteun. Die eerste gedeelte van die raamwerk, die Tik Identifikasie en Ingrypings Protokol (TIIP), bestaan uit kriteria wat gebruik kan word om werknemers te identifiseer wat tik gebruik. Hierdie studie het gewys dat verskeie internasionale tendense sigbaar is in Kaapstad. Ongeveer 40% van die deelnemers het aangewys dat hulle meer as die wetlike hoeveelheid dae afwesig was van die werk, 70% van die deelnemers het erken dat tik hulle vermoe am hul werk behoorlik te kan doen beinvloed het en 32% van die deelnemers het erken dat hulle gesteel het om geld te verkry am tik te koop. Die studie het daarop gedui dat die familie 'n integrale rol gespeel het in die deelnemers se besluit om vir behandeling te gaan. Dit blyk dat die Wes-Kaapse behandelings-hulpbronne ver te kort skiet om die saak te hanteer. Daar is tans planne in plek am die probleem die hoof te bied, maar dit is duidelik dat in die korttermyn, werkgewers 'n groter rol sal moet speel. Die herstelproses is van lange duur, en kenners meen dat dit tot twee jaar mag neem voor tik gebruikers volkome herstel het. Die werkemers het ondersteuning nodig gedurende hierdie moeilike proses. Die studie het bevind dat werknemers herstel en gesond kan word om weer 'n bydrae te kan lewer vir beide die werkgewer en die bree samelewing.

This study investigated the prevalence of workplace drug prevention programs with regards to employee drug policies, drug testing, and employee assistance programs in a sample of Oregon manufacturing companies. The objectives of the study included: 1) identifying the contributing factors that supported the decision to implement or not implement a workforce drug policy and or a drug testing program; 2) identifying the different drug testing programs in use; 3) assessing how companies evaluated their drug testing programs; and 4) identifying the drug abuse-related services being provided through company employee assistance programs. A sample of 152 Oregon manufacturing companies with 100 or more employees was obtained from the Directory of Oregon Manufacturers, 1989-1990. A researcher-designed instrument was used to collect the information. Statistical procedures used for data analysis included frequency distribution, cross tabulation, and chi square. Approximately 80 percent of the manufacturing companies surveyed had a written workplace drug policy (83 percent) and a drug testing program (81 percent). In addition, 75 percent of the organizations had an employee assistance program which provided drug abuse-related services. Differences between manufacturers with drug polices and those without policies were not significant when comparisons were made based on company size and industry classification. Statistically significant differences were found between companies utilizing drug tests and those not testing when comparisons were made based on company size and industrial classification. Companies with drug testing programs (n= 123) administered tests to both job applicants (97 percent) and employees (92 percent). Applicants testing positive for drug use were not hired by most companies (93 percent), while "positive" employees were often (76 percent) referred to an employee assistance program. Few organizations (32 percent) attempted to measure the effectiveness of their testing program. Recommendations for further research included examining the drug prevention programs in a sample of all Oregon businesses. In addition, research should assess the perceptions of workers in Oregon with regards to the issue of workplace drug testing. / Graduation date: 1992

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 (Dr. P.H.)--University of Texas Health Science Center at Houston, School of Public Health, 2008. / Source: Dissertation Abstracts International, Volume: 69-02, Section: B, page: 0945. Advisers: Benjamin C. Amick; Patricia D. Mullen. Includes bibliographical references.

Drug and alcohol abuse in the workplace is a worldwide problem as it impacts on the company efficiency and cost effectiveness. Companies have prioritized the need to find ways of managing and reducing intoxication in the workplace. In South Africa such processes have to occur within the confines of a constitutional right of fair labour practices and other prescriptive labour legislation. An employee has a constitutional obligation to give faithful and diligent service to the employer. Intoxication contradicts this obligation and may pose a security risk in the workplace. It will be incumbent of an employer to prove that the employee was drunk at the relevant time or was affected by liquor or narcotic substance. Suspicion regarding abuse of alcohol and drugs without proper evidence to support such claims will not satisfy the substantive fairness requirements. When it comes to proving that the employee is indeed under the influence of alcohol and drugs in the workplace, many questions arise. Is it necessary for the employer always to conduct a breathalyzer test or even a blood or urine test? Is it sufficient for the employer to lead other evidence like smelled of alcohol, unsteadiness on his feet and slurred speech? The author will attempt to answer these questions. An employee who consumes alcohol or drugs in the workplace can either be disciplined for misconduct or incapacity. The dividing line between misconduct and incapacity is not always clear. The author suggests various ways of dealing with alcohol and drug-related misconduct and incapacity depending on the facts of each case. Disciplinary sanctions should, as far as possible, be designed to discourage repeated alcohol and drug abuse. Different standards of conduct may be expected of different employees given the nature of their work and the degree of their responsibility. Fair discipline requires a fair procedure, fair disciplinary rules and a fair graduated system of punishment. Termination for incapacity occurs if the employee no longer has the capacity work (on account of his alcohol and drug dependence). Termination for misconduct occurs if the employee consistently acts as though he is not bound by the rules of conduct within the employer‟s establishment on account of his repeated alcohol or drug abuse. Discipline should be progressive in nature, intended to remedy rather than merely punish wrongful behaviour. Case law suggests that employers treat alcohol and drug dependence, the same as other illnesses, with sympathy, understanding and compassion. The author suggests that alcohol and drug abuse in the workplace must be dealt with on a case to case basis

Mémoire numérisé par la Direction des bibliothèques de l'Université de Montréal.

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.

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.