SPOTLIGHT ON MENTAL HEALTH


How Human Resources Can Help Fight Substance Use Disorder in Construction Industry


By Brendan Carter, Esq., Vice President of Labor Relations, AGC of California


Te construction industry demands


a lot of its people. Whether it is repetitive motion


injuries experienced by tradesman, or overwhelming stress of schedule on construction managers, the physical toll of construction work can lead individuals to seek relief in drugs and alcohol. For a tradesperson who is paid


hourly and needs those hours to maintain health insurance coverage for their family, a back strain can be relieved with a pill to keep going. Tat one pill can quickly develop into multiple, then into an opioid addiction, and even substituting pills with cheaper, more readily available drugs such as heroin. For operational staff, a beer at the tailgate at the end of the day can turn into a bottle of whiskey at home, and eventually a beer in morning to manage the “shakes” when driving into work. Tese hypothetical situations


are the daily reality for millions in the construction industry and across society. It is estimated that as many as 22 million Americans suffer from Substance Use Disorders (SUDs), but only one in 10 receive treatment. In 2016, drug overdoses killed 63,632, and nearly two-thirds of deaths involved a prescription or illicit opioid. Overdoses and deaths increased in all categories. For construction specifically, the


statistics are even worse. Construction represents 14.3% of SUDs among fully employed adults aged 18 to 64, and 12% of construction workers have an alcohol use disorder compared to 7.5% nationally. Additionally, 16.5% of the industry reported heavy alcohol consumption with the past 30 days,


20 May/June 2021


almost double the national average with an additional 11.6% reporting illicit drug use within the past month. A further


assessment of overdose deaths shows the problem


the industry faces. An analysis of 2016 overdose deaths conducted by the Cleveland Plain Dealer showed that construction workers were seven times more likely to die of a drug overdose than other industries. A 2018 report from the Massachusetts DPH found construction workers were six times more likely to die of an overdose and accounted for more than 24% of all opioid-related deaths among the working population. Te pain and suffering of individuals


and families cannot be overlooked, but those numbers also include an economic toll. It is estimated that SUDs cost the economy $504 billion or 2.8% of Gross Domestic Product. Seventy-three percent of those costs impact healthcare, criminal justice, and lost productivity from addiction and incarceration. Te other 27% are attributed to lost potential earnings due to death. One economist even suggested that opioid addiction accounts for a 20% decline in labor force participation among men. In a time of workforce shortages


and rising healthcare costs, construction companies can take steps to lessen the burden SUDs might have on their employees, families, companies, and industry. A first step in that process is to develop Human Resources (HR) policies and programs that address the practical realities of SUDs. When implementing an SUD


strategy within a construction organi- zation, the process should be viewed within three categories. A thorough review of policies and procedures at the organizational level will flow to managers for education and imple- mentation of new policies, and ultimately supporting employees and families. Within these three levels, a four-step road map includes: 1) Devel- oping policies/practices; 2) Engaging the organization; 3) Empow- ering/Educating managers; and 4) Supporting/Encouraging employees. Te following draws examples from


the Grayken Center for Addiction at Boston Medical Center’s Employer Resource Library. (bmc.org/addiction/ employer-resource-library.)


The Organization  Develop Policies and Practices Review Benefits Coverage. A review of health benefits and EAP services should be conducted to analyze if the proper mental health and SUD coverage is available to employees and their families.


Create Employee Guide for Absence Management. An employee guide should be created that identifies leave options, both corporate and statutorily available for employees seeking treatment for themselves or a family member.


Produce or Revise Drug and Alcohol Policy. Employees should be clear on what an employer’s expectations are on drug and alcohol not only from a disciplinary standpoint, but also from a treatment perspective.


Provide Mental Health & Addiction Resource Guide. Create a guide for employees that discusses the realities of SUDs, the language around them, and mental health awareness. A listing of company


California Constructor


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