It's no secret that I've done a great amount of research into drug treatment programs and the populations they serve. Where I once had a very charitable attitude toward these people, my exposure to their population became prejudiced. Their behavior, their attitudes, their lack of regard for anyone including theirselves makes me view these people as not worth the effort to hire or allow for reform.

Now that we've dispensed with the disclosure, we can talk about some alternatives to leave for treatment.

Actually, I try not to think about substance abuse and treatment programs. And I tend to turn a blind eye to the various leave acts that will allow an affected person with time off from work in order to pull their life back into shape. It's really difficult to understand what a reasonable accommodation would be in this situation.

But the news has been carrying a story about Channel and their plan to come out with a designer label substance abuse monitoring device. The opponents of this concept say it glamorizes the condition and makes it a status to aspire to instead of a state to avoid. I have to agree. One of the things that pulls the substance abuser into taking that first hit is the desire to be among those who are knowledgeable and be accepted. The continued use is predicated on the notion that the substance is changing the personality so that the user is more attractive as a person to be around. In fact, those who provided the initial exposure are viewed as status symbols. So to provide designer ankle or wrist monitoring devices is definitely a step in the wrong direction. A Channel monitoring device will become the item to steal, to sell on the Black Market. It will not be a deterrent nor an item of embarrassment.

While attempting to get a sense of the size of these devices and how they work, I came upon quite a few sites that sell them. Quest Guard has several versions that serve different purposes. But none of them are large or offensive. In fact, one looks like a simple wrist watch. And there are devices other than ankle and wrist monitoring devices. Consider the advantages of the patch offered by Minnesota Monitoring. And the SCRAM ankle monitoring device can be discretely worn under a pair of slacks by either gender.

All of these systems act as both a monitoring methodology in order to detect whether an employee is or is not using as well as a deterrent for continued substance use. If there is use, the device instantly notifies of the fact. Thus, compliance with any terms of employment probation can also be monitored.

Unfortunately, when Human Resources becomes aware that there is a substance abuse problem, it's after it has become enmeshed in the individual's personal make-up. The habit has become ingrained and the addiction trap door is solidly closed. Behavioral modification also needs to be brought into play and that is one of the reasons we have drug treatment programs.

So these monitoring devices would serve the employee who is just coming out of a treatment program. If they are apt to slip, the devices detect their being in close proximity to the substance. Some even provide GPS information in order to locate the person. To the extent this serves as a means of identifying the favorite hangout, it can be exterminated. To the extent the clache of users are about to slip into recidivism, HR knows and can do someting about it.

But the ever-pressing question must be posed in regard to any type of monitoring program. Does Human Resources have the time and resources to do all of this monitoring? After all, the department is not really operated in order to have time for babysitting those who would be their own undoing. And as the employee goes through the initial stages of addiction, Human Resources doesn't really have the time nor the resources for becoming a treatment program.

It is entirely possible to allow the employees to form their own, much the way a Weight Watchers meeting would be operated. Are they capable of running their own successful AA meetings or will they need outside supervision and guidance, thereby requiring even more resources from the company?

Try as I might, I still don't see allowing workers with substance abuse issues a place in the work space. It's simply too costly a proposition and a drain on resources.