New Surplus
with MTR’s in Houston, TX
36" × 1.65"
and
36" × 1.70"
FBE X65
53' R/L
Straight
Seam
1,200 Tons
Also Stocking:
12"–60"
Across the US
For more details
please contact us
MENTAL HEALTH
CALL
800-828-5246
NOW
SERVING ALL OF NORTH AMERICA
were having difficulties … the moment that substance enters the
workplace is the moment it becomes a problem for us.”
The best way to deal with substance abuse in the industry is to
be proactive and get ahead of the game, believes Sizemore.
“Contractors have to take up that total human health approach
to drugs and alcohol, and we have to offer those programs and the
benefits packages that offer solutions and not just penalties. We
should explore all the opportunities we can to provide assistance
to individuals; it’s what we should do as an industry.”
Taking action
Sizemore offers some advice for those who suspect an employee
has issues with drugs, alcohol or depression.
“It’s really about tuning in, letting people know you care, looking
for those changes and paying attention to your employees,” he said.
“Have those conversations on a regular basis. Ask how things are
when someone is behaving a little differently, but not in an accusatory
way. State what you’ve observed and ask if there is anything
you can do to help. Then, if you’re going to ask, make sure you act
or connect them to the resources or the person who can provide
the assistance they need.”
Most workers who are struggling with mental health or addiction
issues are afraid to ask for help because they don’t want to be
punished. Sizemore says that while there are always consequences
for actions, C-suite leadership must ensure they are clearly outlined
in employee benefits packages.
“It doesn’t matter how you focus on employee safety, whether
a company has a once-and-done approach or a two or three
strike policy,” he said. “It’s one thing to remove the person from
potentially harming themselves; we also have a responsibility to
ensure that no one else is harmed as a result of someone being
under the influence.”
He adds that termination shouldn’t necessarily be the automatic
first reaction. Instead, organizations must evaluate the
incident using a company policy lens. Employee assistance
programs are must-haves today – including those that address
things like recovery, individual and family counselling and
flex time – and help options must be communicated clearly
to employees. While terminating may be the easiest thing to
do, the harder course of action is helping the person deal with
their situation.
Sizemore explains that disciplinary action comes in once
the company has exhausted all efforts and the employee has
not changed.
“That’s when you can go to the extreme,” he said.
But regardless of the path an organization decides to take, it’s
important to just take action. Sizemore believes the construction
industry has a unique opportunity to really make a difference by
addressing the challenges of substance abuse, depression and
suicide.
“Just because you’re afraid of something doesn’t mean you don’t
need to do something about it,” he concluded. “We must address it
robustly and comprehensively; we must think of it from a leadership
perspective, from a cultural perspective, from a process and policy
and systems perspective. That’s when we’ll get to see results.” t
Begin the journey to a healthy workplace by visiting
www.preventconstructionsuicide.com.
www.piledrivers.org PILEDRIVER | 91
/www.preventconstructionsuicide.com
/www.preventconstructionsuicide.com
/www.piledrivers.org
