he has a problem. For someone to recover, he needs ownership of his problem, and to initiate a workable way to deal with it. Te patients who did this at that facility recovered, but they were in the minority. For most who recovered, something happened that caused their support system to change, like loss of a job or spouse. Working with employees who are


undergoing a proven process is different. With a company that has a good policy and process around substance use, returning to continued usage with behavioral excuses does not happen. Employees must take responsibility for not using substances and geting education or treatment if necessary. Tey realize that someone will check on them via follow-up meetings and unannounced testing. Te possible loss of their livelihood forces them to think about their actions and do what is necessary in the future. Compared to other serious afflictions,


recovery from addiction is entirely possible. But it can’t happen without the employee’s cooperation. In that way, it resembles the old saying, “You can lead a horse to water but you can’t make it drink.” Te beauty of the process is that the employee can utilize professional direction on how to recover. Oſten, I encounter employees trying


to help addicts who are not aware of their limitations. Sometimes human resources and managers get upset that they are only able to do so much for the person, and I explain that it is not their responsibility to fix someone. Employee are adults, and what is being asked of them is to follow the company rules that the other adults do. Te door of employment does truly swing both ways. Te desire for change must come from the employee, and if it is not there, it is helpful to know that sooner rather than later. I have many friends who have recovered from addiction, and they all say that it is an inside job—that being rescued from their own consequences only hurts


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their chance at recovery. Either you are ready to work on yourself or you are not. I am still amazed at how things turn out for some employees when they accept that there is an issue and start to work in earnest to improve. Sometimes, I have been thanked years later for helping employees see that they have an addiction. Some are quite grateful to me. I tell them, “Don’t thank me, thank your company for having the foresight and diligence to have a workable alcohol and drug policy that has enabled you to face yourself and change.” Tere are frustrations while working as a Substance Abuse Professional, but these are the rewards as well. Alcohol and drug workplace testing is


a process, and I am happy to be a part of it. Be glad that this is one big way for you keep your workplace safe. Many accidents and deaths have surely been averted by your diligence and hard work. It is important to note that, within that process, is a positive way for employees to turn their lives around. ❚


Nicholas Barry has been working in various aspects of the addiction field since 1985, most notably in the workplace. He is an Inter- nationally Certified Alcohol


and Drug Counsellor (ICADC), a Substance Abuse Professional (SAP), and holds a Master’s degree in Social Work (MSW). He has served on the board of the Canadian Addiction Counsellors Federation and has been a media commentator on addiction issues. His brand new book “Addiction, Sub- stance Abuse and the Workplace” lays out a straightforward and systematic approach to dealing with addiction and substance abuse in the workplace. Ignoring the problem allows it to become worse, thereby affecting others—sometimes drastically. Dealing with it helps with safety and the person with the addiction will get the chance to take respon- sibility for themselves and get better.


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I have many friends who have recovered from addiction, and they all say that it is an inside job—that being rescued from their own consequences only hurts


their chance at recovery. Either you are ready to work on yourself or you are not.


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