During the COVID pandemic of the last two years, mental health has significantly declined. Depression, anxiety and substance use have all been on the rise. As COVID restrictions begin to be relaxed and workplaces begin to reopen, many employees whose mental health has declined are beginning to return to work. As a supervisor, it is more critical than ever to know how to effectively manage such employees. This guide will help you to effectively support employees who may be dealing with substance use issues.
In this guide, we use the term “substance use issue” to refer to any involvement with a substance that has a negative impact, ranging from consuming more than is desired to meeting criteria for a substance use disorder (SUD).
Substance use disorders refer to a person’s use of alcohol or drugs in any way that causes problems in his or her life. These problems can be physical, emotional, social, occupational, or financial. Substance use occurs on a spectrum, ranging from milder cases in which a person may drink or use more than low risk consumption guidelines, to more severe cases, where a person may become physically addicted to a substance.
Substance use is caused by a variety of interrelated factors. A genetic predisposition puts people at higher risk of addiction. People often use substances to self-medicate painful emotional states, such as depression and anxiety, as well as stress. And people use substances because over-consumption is facilitated by their family and friends.
Substance use is extremely prevalent in the workplace. Studies indicate that at any one time, approximately 16% of the workforce – or 1 in 6 employees – may be dealing with a substance use issue. In some industries, such as the construction, mining, film, and legal industries, the rate of substance use is even higher, approaching 20% – or 1 in 5 employees.
However, even these statistics likely understate the true extent of workplace substance use. First, they typically refer to the number of diagnosable substance use disorder (SUD) cases – that is, cases towards the more severe end of the spectrum. There are many more employees for whom a single instance of use may still significantly affect the workplace, such as those employed in safety-sensitive positions.
Second, as noted above, substance use has significantly increased during COVID. As many as 30% of employees report having increased their substance use during the pandemic. Together, these facts suggest that the number of employees with substance use issues in the workplace may have never been higher. A conservative estimate might be to assume that 25% of your employees – or 1 in 4 – may be struggling with some type of substance use issue.
The impact of substance use on the workplace is significant. Studies have shown that individuals struggling with substance use issues are 3 to 10 times more likely to:
Although employees may at times tell you about their struggles with substances, or you may occasionally observe use or impairment on the job, this is not how substance use typically manifests in the workplace. Because of the significant stigma around substance use, most employees go to great lengths to hide it. However, despite their best efforts, most employees cannot effectively do this over time. Employees’ substance use at home might begin to affect their job performance at work. Thus, the most common way that you can spot an employee’s substance use is through a pattern of deteriorating job performance.
There are many ways that an employee’s substance use can negatively impact their job performance. These include:
Given that substance use issues most often manifests as instances of deteriorating work performance, there are two things you must do to support employees with substance use issues. The first is to compassionately but assertively manage their job performance. The second is to ask if they have support and refer them for support if they don’t.
It is important to actively manage employees whose work performance is declining. Although you may be tempted to help an employee who is struggling by cutting them some slack or taking on or reassigning some of their workload, you will only be shielding them from the natural consequences of their actions. This makes it harder for them to change. Indeed, contrary to the popular belief that an individual must “hit bottom” before they can recover, the reverse is true. The earlier an employee intervenes on themself, the better the chances are that they can change.
There are several steps to effectively managing employees’ work performance. These include:
The first step is to notice when an employee’s job performance might be slipping. In this regard, it is important to look for evidence of deteriorating job performance – that is, performance which was once good, but is now problematic. In addition, look for a pattern of declining performance. Any of us can have an off day once in a while. What may most suggest possible substance use is a series of events over time.
The next step is to document instances of deteriorating work performance. In doing so, it is important to be as objective, factual, and verifiable as possible. This will help you to stay focused on job performance when you talk with the employee, clearly describe what changes are required, and have written documentation should further discipline be required.
The next step is to consult with your own internal resources, such as your manager and the human resources department. This will help to ensure that you comply with all applicable workplace health and safety policies, and that you know of all possible employer-sponsored wellness resources to which you may be able to refer the employee.
The next step is to prepare for your meeting with the employee. It is advisable to schedule a formal time to have this meeting, rather than doing it on the fly. In addition, it is wise to hold the meeting in a private place and at a time when both you and the employee are unlikely to be uninterrupted and are feeling calm.
The next step is to meet with the employee to address their work performance. Outline the specific instances of deteriorating job performance you have observed. Tell the employee that these instances are uncharacteristic, and that you are concerned about them. Ask if they’re okay and if there’s anything they want to talk about. If at that point, the employee discloses that she is dealing with a substance use issue or other personal problem, ask them if they have a support in place. If they don’t, approach the situation with compassion as you would with any health concern, and follow the steps below for referring them for support.
If they don’t disclose any issues, then get input from the employee about their job performance. Ask for their ideas about how performance can be improved. Based upon your mutual understanding, outline your expectations for improved performance, the timeframe over which these improvements are expected, and the consequences if these improvements are not made. Set a date to review progress. And finally, assure them that they are a valued employee and that you want to see them succeed.
After you have addressed the employee’s work performance, the next step is to refer them for support.
There are many types of treatment programs that provide support to employees with substance use issues. These include (a) outpatient programs, in which employees meet with a substance use therapist once per week, (b) intensive outpatient programs, which employees may attend for several hours per day for a number of weeks, and (c) residential programs or “rehabs,” where employees may stay for a month or more.
While these programs can be helpful, substance use treatment has historically been subject to two big misconceptions. The first is the notion that the only alternative for individuals who use substances is complete and lifelong abstinence from the substance. However, research demonstrates that many such individuals can develop the ability to consume substances in a controlled manner. In addition, the idea that abstinence is the only realistic treatment goal for substance use has been one of the biggest deterrents to many individuals seeking support in the first place. For these reasons, for many individuals, the goal of harm reduction – reducing one’s consumption to the greatest extent possible – is a more realistic and desirable one.
The second misconception is that the most appropriate type of treatment for most individuals with substance use issues is residential “rehab.” However, many individuals do well, and in some cases better, in less intensive and restrictive programs. In addition, the idea that the only treatment alternative to substance use is a program which requires individuals to leave their jobs, disrupt their lives, and pay tens of thousands of dollars, has also been one of the most significant obstacles to individuals deciding to seek help in the first place.
Substance use treatment programs like ALAViDA address all of these misconceptions. ALAViDA, part of the LifeSpeak Inc. (TSX: LSPK) family of companies, is a comprehensive internet-based cognitive behavioural therapy (iCBT) service and virtual care provider focused on the science of substance use management. We offer a one-stop-shop approach for any level of substance use disorder – alcohol and drugs – from mild, to moderate and severe. ALAViDA connects members with a personal care team to deliver confidential care right to their smartphones. We support members to work towards abstinence or moderation, as desired and clinically appropriate, and help them reach their goals. There is no requirement that individuals leave work or otherwise disrupt their lives. And ALAViDA costs a fraction of traditional “rehabs.”
Making a referral for support simply means giving the employee information about services that could potentially be helpful to him or her. You do not need to diagnose what kind of personal issue the employee may be struggling with, or even whether they are struggling with one at all. You are simply giving employees resources they can use should they find it helpful. Ultimately, what matters to you is that the employee improves their job performance. How specifically they do this is up to the employee.
If your company has an employee and family assistance program (EFAP), consider referring the employee there. An EFAP is a service that provides free, confidential assistance to employees for personal and family concerns. If you know or suspect that the employee might be dealing with a substance use issue, consider referring them to ALAViDA.
Here’s a sample script of what you could say:
“I know that when employees are experiencing personal and family problems, those problems can sometimes begin to affect their work performance. I don’t know if you’re dealing with any such problems, and frankly, I don’t need to know, but I just wanted to tell you that if you are, our organization has resources to help. First, we have an employee and family assistance program, which can provide you with support around a variety of personal and family concerns. And if you are dealing with a substance use issue, we have also contracted with ALAViDA, a digital mental health company that provides services to help employees with these issues. The service is provided solely by ALAViDA. It’s confidential, and they do not share any information with us. Both of these services are no or low-cost and completely confidential. Here’s some information on both the EFAP and ALAViDA. I hope you’ll consider using them if they would be helpful.”
At the end of the day, it is important to note that as a manager, you wield a unique power to influence your employees’ lives for the better. Research shows that while individuals may continue to use substances even though their health is harmed, their relationships are damaged, and they suffer financial problems, when they perceive that their jobs are in jeopardy, they often become motivated to seek help. This means that of all the people in your employees’ lives, you are in one of the best positions to help them to change, by assertively managing their job performance and encouraging them to get help. It’s good for your organization, good for you as a manager, and good for your employee. Here at ALAViDA, we call that a triple-win.
If a lawyer with a seizure disorder misses court because of a seizure and the client complains to the Law Society, how should that complaint be handled?
If a lawyer with a substance use disorder misses court because of drug or alcohol use and the client subsequently complains to the Law Society, how should that complaint be handled?
To Jonathan Chapnick of Vancouver’s Portage Legal Services, they ought to be treated primarily the same. Chapnick has worked for unions and employers for 15 years and is an expert on workplace law and policy, especially in the area of mental health and substance use.
“Both complaints are connected to health issues, yet many lawyers and law societies might not see it that way and seem convinced that these two similar situations demand two dramatically different responses.” When asked why this is the case, Chapnick offers a simple response: “Stigma.” In 2018, Chapnick presented to the Law Society of BC’s Mental Health Task Force on how it regulates lawyers with mental health and substance use disorders. “In the legal profession, like almost everywhere else, attitudes toward substance use reflect dominant beliefs and misperceptions, including the idea that addiction is a moral failing, rather than a health or socio-political issue. People with substance use issues are imputed with undesirable characteristics, which often gives rise to a coercive and judgmental response. It’s no wonder many folks are scared to seek help.”
Substance use is one the most thorny and pervasive issues in the profession. A 2016 study by the American Bar Association/Hazelden Betty Ford Foundation found one in three practicing lawyers to be engaged in heavy drinking, based on the volume and frequency of alcohol consumed. According to the Legal Profession Assistance Conference of Canada (LPAC) various studies cite the rate of substance use as somewhere between 15% and 24%. And that’s before the pandemic. Since then, substance use and mental health diagnoses spiked further. Women’s heavy drinking in general jumped 41 percent and a 2021 survey of lawyers in California and DC also found risky/hazardous drinking significantly higher amongst female lawyers. Recognizing the need for fresh data, the Federation of Law Societies is currently surveying Canadian lawyers about mental health and substance use. Studies to date suggest the vast majority of discipline matters involve Alcohol Use Disorders.
Yet alcohol is woven into the reward system of many legal firms. Champagne corks pop with big wins. Long days crafting briefs become long nights unwinding in the bar. The work culture rewards those with more billable hours, which invariably creates more stress.
Canadian businesses, including law firms, have made significant gains supporting employees as they face mental health challenges. Yet substance use, which makes up 33 percent of all mental health issues, is still steeped in stigma. Most people so fear being labeled with a drinking problem, it’s estimated only 1 in 10 seek treatment. According to the Law Society of BC’s Mental Health Task Force, very few lawyers disclose substance use to regulatory bodies, fearing both discipline and the judgment of colleagues. “Why would they?” asks Chapnick. “The only certainty that comes with disclosure is stigma, and it plays out in at least a couple of ways.” First, social stigma operates on a group level and plays out behaviourally. Members of a large group, say a Law Society – might believe lawyers battling addiction are less competent, so they don’t refer clients to them . “That’s social stigma and it’s often scaffolded on dated, erroneous beliefs and poorly extrapolated data.”
Then there’s structural stigma, where lawyers with addictions face policies that control their behaviour, creating intrusions and impositions not placed on lawyers with other personal issues or health conditions. For instance: forcing lawyers to attend costly and invasive “Independent Medical Exams” where they have no choice in doctor or treatment and attendance is compulsory. This is not the standard in other health care.
As a result, says Chapnick, lawyers with substance use disorders might not get the treatment or support they need. “And for some, this might mean that their health or personal circumstances will get worse and could start affecting their professional practice.” That usually results in expensive trips to rehab and the beginning of a regulatory process that many with addiction issues feel is punitive.
“Quite often this creates more anxiety and fear in the lawyer battling substance use, because the current patient experience is broken,” says Elliot Stone, the CEO of ALAViDA, Canada’s first completely virtual, evidence-based substance use treatment available directly on employees’ smartphones. “The vast majority of traditional rehabs do not yet offer a broad range of evidence-based treatment. Few have medically trained specialists and medication. Wait times range from 17 to 52 days. There is a one-size-fits-all approach, regardless of the severity of the problem.”
Damage mounts to both the employee and the workplace. Disability costs skyrocket. “These types of problems are avoidable, argues Chapnick. “Evidence supports a variety of addiction treatment options and therapeutic approaches, including early and preventative interventions that can result in positive health outcomes. But none of these options and supports really matter if employees and legal professionals can’t access them.”
“We think the key to getting in front of this tsunami of substance use, is to make a benefit available pre-disability and make it available to all employees, not just the ones with substance use challenges. We confidentially deal with all levels of substance use, mild, moderate, or severe and we help employees who just want to incorporate a healthier approach to alcohol use in their lifestyle. That in itself is de-stigmatizing,” according to ALAViDA’s Stone. “When it comes to accessing substance use treatment, we think it should be no more difficult than going to physio. The boss doesn’t need to know about an employee’s bad back; nor do they need to know about an employee’s substance use disorder unless it impacts work performance. We want to create a world where people seek help for their problem before it’s a full-blown crisis and removing stigma is key.”
Other professions with the dual duty to protect the public and support members have recognized those with substance use disorders (SUD) are subject to discriminating policies. A report coauthored by the BC Nurses’ union calls for reforming how nurses with SUDs are treated. “BC nurses with SUDs are usually offered a cookie-cutter treatment approach, regardless of the severity of the disorder, job environment and work duties … leaving nurses with SUDs at high risk of relapse.” The report describes how those nurses are asked to undergo an independent medical exam (IME), “which is often carried out by one of a small number of physicians, many of whom have a financial interest in a monitoring company.” The BC Law Society recognizes the limits of current approaches and its Benchers have adopted a recommendation for an alternative discipline process based on the report of the Mental Health Task Force.
Key to ensuring lawyers get the help they need early: education at the managing partner level that’s geared to addressing structural problems, like improving working conditions that increase lawyer’s vulnerability to substance-related harms. Firm leaders also need to adopt a more compassionate tone, so lawyers will feel more supported and less judged. The pay off in adopting a fresh approach is huge: a much healthier workforce and an astounding 565 percent return on investment. “It’s good business,” says ALAViDA’s Stone “and it’s the right thing to do.”
To learn more about evidence-based substance use treatment, contact solutions@alavida.co.
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About ALAViDA
ALAViDA, part of the LifeSpeak Inc. (TSX: LSPK) family of companies, is a leading virtual care provider focused on the science of substance use management. It offers a one-stop-shop approach for any level of substance use disorder – alcohol and drugs – mild, moderate and severe. ALAViDA connects patients with behavioural coaches, therapists and physicians who work as a team to deliver personalized care right to their smartphones. ALAViDA is an employee benefit with varying plans and personalized therapeutic programs, which has proven to minimize time out of the workplace. Traditional rehab often costs $30,000 or more a month. ALAViDA’s program is a mere fraction of that. More than 79 per cent of those signed on reported increased control and 86 per cent reduced substance use. To learn more visit ALAViDA.co For information on corporate programs or to establish a referral relationship contact solutions@ALAViDA.co
About LifeSpeak Inc.
LifeSpeak is a leading software-as-a-service provider of a platform for mental health and total wellbeing education for organizations committed to taking care of their employees and customers. With 17+ years of experience creating and curating thousands of expert-led micro-learning videos and other digital content, LifeSpeak’s proprietary library’s depth and breadth of easily consumable content helps companies around the world support their people anytime and anywhere. LifeSpeak serves a diverse global client base across many industries and sectors, including Fortune 500 companies, government agencies, insurance providers, and other health technology firms. LifeSpeak is the parent company of Lift Digital Inc. (“LIFT” or “LIFT session”), ALAViDA Health Ltd. (“ALAViDA”), and EnCompass Education Solutions (“Torchlight”). To learn more, follow LifeSpeak on LinkedIn (http://www.linkedin.com/company/lifespeak-inc), or visit www.LifeSpeak.com.
Chris Gomes
ALAViDA Health
+1 888-315-4617
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In addition to the many barriers to accessing treatment for heavy drinking, high costs often prevent people from getting help. For those who can’t spend between $10,000 and $60,000 for a few weeks in an inpatient centre, finding a solution that is evidence-based, effective and tailored to their needs – and still affordable – can be hard.
To learn more about the coverage an insurance provider may be able to provide, we recommend contacting them directly. In case your health benefits won’t cover alcohol treatment, FSA (Flexible Spending Account) or HSA (Health Spending Account) might.
At ALAViDA, in addition to offering payment plans, a Low-Income Subsidy, and financing options, we can provide partial coverage depending on the insurance provider. If none of these apply to you, there is still the option to use your HSA or FSA. For instance, if you are with Green Shield Canada (GSC), here are the steps you would need to follow to make your claim online:
2. Select claim or service type:
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Sales Veteran Yolanda Billinkoff Joins Canadian Leading Virtual Substance Use Management Company
ALAViDA, Canada’s leading provider for substance use management that helps people get help without leaving work, stigma-free and confidentially, announced the addition of Yolanda Billinkoff as Head of Sales. Based out of Ontario, Billinkoff will report directly to ALAViDA’s CEO, Elliot Stone.
Billinkoff comes to ALAViDA with over 20 years experience in healthcare, high growth verticals and talented teams. As Head of Sales, Billinkoff will work closely with plan sponsors, insurers, and advisors to add value to the health benefits ecosystem where employees face significant barriers to seeking treatment.
“We’re excited to welcome Yolanda to our team, especially in a critical time when COVID has intensified the need for better solutions to mental health and substance use issues, particularly in the workplace” said Stone. “Her vast experience working with some of the top health tech companies will be key in helping clients who are concerned about employee health and their disability premiums during these uncertain times.”
Billinkoff was most recently the Head of Sales at Akira, a virtual primary care application that successfully sold to Telus Health. Prior to that, Yolanda was the VP of Sales at Medcan, a private health clinic specializing in executive care. Yolanda credits time spent as a support worker at Community Living Mississauga “where I really learned how to listen to what people needed,” as essential to her success in sales.
“Reducing short and long term disability claims is essential in our current economic climate. Traditional rehab often costs $30,000 a month” said Billinkoff. “ALAViDA is a mere fraction of that, and over 82 per cent of members report greater control and reduced substance use in as little as six months. That’s massive! I am excited to join ALAViDA in creating better substance use benefits with clients that generate a phenomenal 565 percent return on investment and show employees how much they are valued.”
To learn more, register for an upcoming information session with ALAViDA Health.
Limited spots available:
March 30th at 3 pm EST
April 6th at 12pm EST
About ALAViDA
ALAViDA is Canada’s first virtual care provider focused on the science of substance use management. TRAiL, our digital platform, connects members with behavioural coaches, therapists and physicians who work as a team to deliver personalized care right from your smart phone. With specialized packages for individuals, families and business, we support early intervention and help members set their own goals and achieve them – stigma-free, confidential and with 24/7 support. More than 82 per cent of members report greater control and reduced substance use in as little as six months.
Chris Gomes
ALAViDA Health
+1 888-315-4617
email us here
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It’s mid-winter and you notice the blank wall behind your desk, along with a messy pile of papers zig-zagging between empty coffee mugs. You feel as sluggish as the grey sky—unmotivated. You turn away from the austere wall and plant yourself on the couch, face the window and the oncoming traffic of the folks who exit your building. You might have guessed where this scene takes place—working from home.
You take a lunch break and meander through the half-deserted main street. For months, you have passed a flower shop daily and you look through the window – while stretched on the dog leash. You’ve imagined how you would jazz up your own work-from-home space with, yes, flowers. It’s a start, anyway. The pots are planted like portraits in the window: an elephant, a giraffe, a unicorn. Online, there was a hippopotamus. These lift your mood. You’d like one of each, along with a purple hyacinth for $5.95, a promising sign of spring. You want your succulents to live, no thrive. And while you’re at it, you hang a poster over the blank wall. Better. And voîla! You’re working from home inspired.
You can sense the joy and relief when the makeover is complete. Now, you feel it for yourself. But there’s more to it than how a space looks, it’s how you use it. There are other challenges that come with working from home, among them blurry lines, and structure. It helps to set up your day with breaks and dedicated work time. Small tasks might contribute to clearing your head and give you the next great idea to complete your task. If you want to bust a craving, try this:
These tasks can create a barrier, so that you’re not mindlessly consuming. They can also re-energize you, rest your eyes from the screen, clear your mind, and give you a sense of achievement. You can be imaginative – divide the sections of your day into special teas. You might even have a tea stand by your desk to save you the trouble. This can keep you away from the fridge and in a substance-free zone.
It also helps to put limits on your space and your time. Set boundaries around the couch during the day and shut off by 6:00pm (if possible) and enter into a physical activity – cooking, walking, or talking on the phone – to change your mindset. This will prevent you from falling out of the day and into a beverage. Even a lighting panel on your desk can be useful. You can turn your mindset with smart lights – blue lighting to cue that it’s evening – put your phone away, and settle into an old-school movie night in your practical and inspiring new space.
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Fraser Health Authority is expanding the tools its workers have for dealing with their own substance use amid the pandemic. Read the full article here.
Access the ALAViDA TRAiL app.
About ALAViDA
ALAViDA, part of the LifeSpeak Inc. (TSX: LSPK) family of companies, is a leading virtual care provider focused on the science of substance use management. It offers a one-stop-shop approach for any level of substance use disorder – alcohol and drugs – mild, moderate and severe. ALAViDA connects patients with behavioural coaches, therapists and physicians who work as a team to deliver personalized care right to their smartphones. ALAViDA is an employee benefit with varying plans and personalized therapeutic programs, which has proven to minimize time out of the workplace. Traditional rehab often costs $30,000 or more a month. ALAViDA’s program is a mere fraction of that. More than 79 per cent of those signed on reported increased control and 86 per cent reduced substance use. To learn more visit ALAViDA.co For information on corporate programs or to establish a referral relationship contact solutions@ALAViDA.co
Chris Gomes
ALAViDA Health
+1 888-315-4617
Visit us on social media:
A ground-breaking project led by ALAViDA in collaboration with Fraser Health Authority, the Digital Technology Supercluster, and health care unions. Read the full article here.
Access the ALAViDA TRAiL app.
About ALAViDA
ALAViDA, part of the LifeSpeak Inc. (TSX: LSPK) family of companies, is a leading virtual care provider focused on the science of substance use management. It offers a one-stop-shop approach for any level of substance use disorder – alcohol and drugs – mild, moderate and severe. ALAViDA connects patients with behavioural coaches, therapists and physicians who work as a team to deliver personalized care right to their smartphones. ALAViDA is an employee benefit with varying plans and personalized therapeutic programs, which has proven to minimize time out of the workplace. Traditional rehab often costs $30,000 or more a month. ALAViDA’s program is a mere fraction of that. More than 79 per cent of those signed on reported increased control and 86 per cent reduced substance use. To learn more visit ALAViDA.co For information on corporate programs or to establish a referral relationship contact solutions@ALAViDA.co
Chris Gomes
ALAViDA Health
+1 888-315-4617
Visit us on social media:
ALAViDA, Canada’s first digital substance use management platform announced today a deal with TIPI Insurance Partners to include ALAVIDA’s platform as a covered feature as part of their TIPI Care Plan employee benefits program.
TIPI Insurance Partners is Canada’s largest Indigenous owned full-line insurance brokerage offering group pension, benefits, property and casualty, and speciality insurance products for Indigenous owned and operated businesses, organizations, and projects.
“The virtualization of healthcare is a critical opportunity to remedy accessibility challenges in remote and very remote communities” said Nathan Ballantyne, CEO of TIPI Insurance Partners.
“In the context of mental health and substance abuse, access to treatment has been limited and has involved removing people from their communities and their existing support structures in a way that exacerbates rather than mitigates existing problems. We are pleased to be a leader in adopting a new approach that will enable people to access evidence-based care from within their own communities.”
Mr. Ballantyne
ALAViDA’s platform delivers personalized programming to support early intervention and substance use management strategies that include coaching and journaling, internet-based cognitive behavioural therapy to strengthen decision making and medication-mediated therapy as appropriate.
“Support for substance use has been slow to transition to a virtual environment, and yet we know that internet-based CBT is highly effective in treating a range of substance use disorders” said Dr. Diane Rothon, Co-Founder and Medical Director of ALAViDA.
“Significant barriers to treatment, including social and workplace stigma, waitlists, high costs for in-patient treatment, and geographic variability can severely limit access and cause many people to wait before seeking help, if they seek help at all. ALAViDA enables earlier intervention to support individuals by enabling private and confidential access to treatment in a stigma free virtual environment.”
Dr. Diane Rothon
82% of ALAViDA members report increased control and reduced consumption of alcohol and other substances in as little as six months.
Media Inquiries: Dougal Martin | dougal@theworkbench.io
ALAViDA is Canada’s first virtual care provider focused on the science of substance use management. TRAiL, our digital platform, connects members with behavioural coaches, therapists and physicians who work as a team to deliver personalized care right from your smartphone. With specialized packages for individuals, families and business we support early intervention and help members set their own goals and achieve them – stigma-free, confidential and with 24/7 support. More than 82% of members report greater control and reduced substance use in as little as six months.
Find out more: www.alavida.co
Media Contact: Chris Gomes | chris@alavida.co
Founded in 1999, TIPI Insurance Partners (“TIPI”) is Canada’s largest Indigenous owned full-line insurance brokerage offering group pension, benefits, property and casualty, and speciality insurance products. TIPI’s goal is to deliver cost-efficient risk management solutions for First Nations, Métis and Indigenous owned and operated organizations, businesses and projects, while striving to keep economic benefits within the communities they serve. TIPI is headquartered in Winnipeg, Manitoba with offices in British Columbia, Alberta, Saskatchewan, and Ontario.
Find out more: www.tipionline.ca
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ALAViDA, Canada’s first digital substance use management platform announced today that it has executed a deal with PPI Benefits, through their Third Party Administration division Agile Benefits, to include its digital substance use management platform as a covered feature in Agile’s Thrive benefits product for small and medium size employers.
“COVID-19 has exacerbated a costly yet largely invisible problem in the workplace. Increased reliance on substances as a coping strategy in these stressful times will have significant impacts on employees and their families, as well as employers in the form of chronic illness, increased healthcare costs and disability claims. And yet targeted solutions to address this growing problem were largely absent from the benefits marketplace. We are proud to be a leader in delivering accessible and stigma-free support for employees as part of a comprehensive approach to mental health and wellness included with Thrive.”
Ed Hofstede, President, PPI Benefits and Agile Benefits
“Ten percent of employees will experience challenges with substance use, but only 1 in 10 will access treatment. Together with PPI Benefits we are able to fill a gap in employee benefits programs and provide access to support in a safe, accessible and cost-effective way” said Elliot Stone, Founder and CEO of ALAViDA.
ALAViDA’s platform delivers personalized programming to support early intervention and substance use management strategies that include coaching and journaling, internet-based cognitive behavioural therapy to strengthen decision making and, where appropriate, pharmacology to manage impulses.
“Treatment approaches for substance use have been slow to adapt to the virtual environment, and yet we know that internet-based CBT is highly effective in treating a range of mood disorders” said Dr. Diane Rothon, Co-Founder and Medical Director of ALAViDA.
“Significant barriers to treatment, including social and workplace stigma, waitlists, high costs for in-patient treatment, and geographic variability can severely limit access and many people wait until their substance use becomes unmanageable to seek help, if they seek help at all. We enable earlier intervention to support individuals in meeting their own goals – whether they want to reduce their substance use, or stop altogether.”
Dr. Diane Rothon
82% of ALAViDA members report increased control and reduced consumption of alcohol and other substances in as little as six months.
Media Contacts: chris@alavida.co | dougal@theworkbench.io
ALAViDA is Canada’s first virtual care provider focused on the science of substance use management. TRAiL, our digital platform, connects members with behavioural coaches, therapists and physicians who work as a team to deliver personalized care right from your phone. With specialized packages for individuals, families and business we support early intervention and help members set their own goals and achieve them – stigma-free, confidential and with 24/7 support. More than 82% of members report greater control and reduced substance use in as little as six months.
Find out more: www.alavida.co
Agile Benefits is a Third Party Administration (TPA) division of PPI Benefits Inc. Agile’s digital benefits platform brings together state-of-the-art products and solutions with preferred pricing to assemble an overall offering that cannot be matched by any single provider. Agile works with top Canadian insurers and employee service providers to deliver superior value to employers and an enhanced experience for administrators and employees. By consolidating resources in one convenient portal, employees get what they need when they need it most. The value-rich Thrive benefits plan is delivered on the Agile Benefits digital platform.
Find out more: www.agilebenefits.ca
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As most people are currently staying in, with school closures, lack of work or working from home, parents are now asked to wear two, sometimes three hats in a day; being a teacher, a parent, and a provider. This means school, chores, and work are now all taking place at home, at the same time.
To help you juggle between looking after your kids, your home, yourself, and work, here are some guidelines we encourage you to follow:
Let children know what is going on and that it may sometimes get a little messy as you are dealing with many different things at the same time.
We hope this will help your family get through these challenging times, and remind you that you are not alone in this. There are tons of resources that can help you maintain your mental and physical health, as well as your partner’s and kids’.
Here is a list of additional resources that may help:
Daily learning projects with Scholastic
Lessons where children explore the world with Project Explorer
Creative learning activities for younger kids with Barefoot Books
Classroom guides and printables with Nomad Press
Games to learn geography with Geoguessr
Crafts tutorials and project ideas with Project Kid
Here are links for school resources for some of the provinces:
British Columbia
Ontario
Ontario for Grades 9-12
Alberta
Alberta for grades 4-9
Links to resources for different Alberta school authorities
Access the ALAViDA TRAiL app.
ALAViDA is a virtual care treatment program that helps people get back to a healthier relationship with substances, thanks to the combination of therapy, medication and technology. On our blog, you will find stories, testimonials, evidence-based information and useful tips on how to prevent and overcome substance abuse, while sustaining a healthy body and mind.