Nearly all of us at some point have taken a co-worker into our confidence for help solving a personal problem. Several California transportation unions have built on this aspect of workplace relationships, creating a peer assistance program (PAP) in which specially trained employees lend support to colleagues in crisis.

The program - the brainchild of leaders at the International Transport Workers Union, the San Francisco Municipal Transportation Agency, ITWU Local 250 and six other unions - acts in part as an informal, in-house employee assistance program (EAP) that offers employees a workplace buddy that is similar to a sponsor in a 12-step recovery program.

Although historically volunteers run PAPs, the labor officials sought a program led by its own employees that were graduates of or active in a 12-step recovery program.

With labor funding and oversight, and with assistance from California-based EAP Claremont Behavioral Services, the union rolled out the PAP in 1996 for SFMTA's some 4,600 workers who are subject to random drug testing in compliance with Department of Transportation guidelines.

"You have the advantage of someone in-house that knows the culture and those employees with drug and alcohol programs," says Tom Farris, PhD, chief operating office at Claremont. "Peer assistants can establish a rapport and intervene. In addition, they also know that they can turn to an external EAP for guidance."

There have been a couple hiccups for the program over the last decade. For one, the unit that initially oversaw the PAP also conducted the DOT drug testing, raising concerns about confidentiality. Further, some in senior management had perceived the program as a "wasteful and useless union program."

Ten years later, Claremont employs an on-site clinician to manage the program and offer guidance to the three paid peer assistants - thus eliminating confidentiality concerns. And the doubters likely have been silenced as well, as the PAP recently received a 2006 honorary citation from the Employee Assistance Program Association. The organization, the oldest and largest association for employee assistance professionals, praised Claremont for its innovative approach to integrating external EAP services with an on-site PAP.

Lean on me

While some observers might think having an EAP and PAP is redundant, Farris disagrees. "The folks that we picked to be peer assistants are people in their own chemical dependence recovery, so they can personally relate, whereas people working at the EAP have to maintain a professional distance," he says.

Municipalities, he adds - especially their transportation, law and fire departments - are cultures within themselves. Workers feel as if they are a unique group, kind of a big family, with distinct stresses and strains. "Someone who is an insider is much more likely to gain the trust of their co-workers and know the employees who are having problems," Farris explains.

Leaning on their own history with substance abuse, as well as their comprehensive training at the University of California Berkeley's Certification Program in Alcohol and Drug Studies, PAs can spot signs of relapses and make referrals to the EAP and substance abuse treatment programs. They follow through to make sure their co-worker receives the needed help and the situation is resolved.

"They have a lot of credibility and respect among their colleagues," Farris says, adding that all PAs are long-time employees of SFMTA. "That credibility and respect allows them to motivate their co-workers - something that's paramount when addressing substance abuse because people tend to minimize, deny and hide their troubles."

SFMTA bus operator Deborah Woodley has been a peer assistant since 1998. "They came to us saying, You guys really care and are not here only for the company. You show up and do want you promise to do.'" Woodley says that overall, feedback from employees has been positive, and admits that it's a good idea to embed an EAP professional into the program. "It's necessary to have that professional input and clinician supervision," she says.

According to Farris, the PAP has averaged more than 300 cases per year and has made hundreds of client contacts. In addition to substance abuse problems, the program also assists with family, marital and work-related issues.

In announcing last year's award, EAPA officials said the PAP "combines the best of a proactive traditional EAP with full-time, dedicated peer assistants. The program is a true team effort and has succeeded because of the dedication of labor, management and the external EAP."

Former addicts write book on intervention strategy

Based on successful interventions in 43 states and five countries, as well as their own personal struggles with addiction, authors Andrew Wainwright and Robert Poznanovich wrote "It's Not Okay to Be a Cannibal: How to Keep Addiction from Eating Your Family Alive" as a step-by-step guide to dealing with family members, friends and co-workers with substance addictions.

Wainwright, a former heroin addict, and Poznanovich, who previously abused cocaine, wrote "Cannibal" and founded Addiction Intervention Resources to aid families and employers with members in crisis.

For more information, visit www.addictionintervention.com. - L.C.B.