Snared in the Web: Internet addiction in the workplace

Alcoholism can start with the first drink. Now another potentially addictive force has emerged in our culture that can begin with the first link -- Internet addiction.

More than 30 years ago, alcohol and drug abuse were issues that companies were just beginning to grapple with; today, employers have policies in place to combat and address employees' substance abuse. Now, additional work may be needed to shape employee behavior in using the Internet as a legitimate business tool, and not a potentially addictive factor.

With employee Internet access becoming common in the workplace, it provides instant access to more avenues for employee distraction, whether innocently browsing for entertainment or shopping, or for more disagreeable reasons, such as online gambling or viewing pornography. As a result, the Web is fostering both lost productivity and more serious problems, among them hostile workplace lawsuits.

Take, for example, the recent case of an employee suing his employer for $5 million for wrongful termination after being fired for using his work computer to visit a sex chat room. A recent article from Human Resource Executive Online (Internet Addiction: The Next Disability?), reports that the employee is claiming protection under the Americans with Disabilities Act (ADA). He claims to suffer from an addiction to pornography that was triggered by post-traumatic stress disorder from his military service in Vietnam. The Plaintiff says the company had an obligation to provide counseling for his addiction and they didn't. While the case has yet to be decided, companies may want to take notice as they could find themselves liable for their employees' Web surfing habits, if they fail to take action.

"The issue of Internet addiction is uncharted territory," says Kevin Bourne, Ceridian senior coaching consultant. "To my knowledge, this case is the first time that an employee has tried this approach, seeking to hold the employer liable for the exposure to a supposedly addictive agent. Whichever way the court decides, companies need to address the Internet's impact on productivity erosion, as well as the possibility of being held liable for creating a hostile work environment. If the court upholds the plaintiff's case, the mental health, human resources and legal communities may all be scrambling to retrofit their practices to comply with the precedents that may be set by this case."

Cyberspacing or cyberslacking?
The scope of Internet addiction may be bigger than many employers know. In an October 2006 telephone study, researchers at Stanford University School of Medicine found that one out of eight Americans exhibited at least one possible sign of problematic Internet use.

Consistent with previous studies, the researchers found that 68.9 percent of the people surveyed were regular Internet users and that:

• 13.7 percent (more than one out of eight respondents) found it hard to stay away from the Internet for several days at a time.
• 12.4 percent often stayed online longer than intended.
• 12.3 percent realized a need to cut back on Internet use at some point.
• 8.7 percent attempted to conceal nonessential Internet use from family, friends and employers.
• 8.2 percent used the Internet as a way to escape problems or relieve a negative mood.
• 5.9 percent felt their relationships suffered as a result of excessive Internet use.

According to preliminary research, the typical affected individual is a single, college-educated, white male in his 30s, who spends about 30 hours a week on non-essential computer use. While some might assume a person's Internet addiction might be related to pornography, other areas like chat rooms, dating services, shopping venues and special interest Web sites are also opening the door to excessive Internet use.

Devise a plan for employee addictions
In planning how to handle employee addictions, start with what you already have in place and then augment those measures as follows:

• Develop and maintain good policies and make sure they are up to date and comply with current employment law. Be sure an employment attorney reviews those policies in advance of implementation.
• Ensure adequate resources. This could include providing human resources support, an employee assistance program (EAP) or finding out if treatment is covered by a health plan benefit.
• Train the HR staff and, as much as possible, all other employees in what is permissible and prohibited under company policies, and standardize the company's response if there is evidence of Internet addiction.
• Move strategically and assess the costs of employee addictions for your organization. For example, include a requirement for reports on the frequencies of treatment for different types of addictions in the contract with your EAP provider.

HR can facilitate the change process by repeatedly and consistently presenting employees with the consequences of violating policies, pointing them to helpful resources and supporting their successes. (SHRM, Managing Addicted Employees, August 2006)

Untangling the Web
As Internet misuse becomes a growing concern, employers need resources for managers and employees to turn to.

"An employee may not truly be addicted to the Internet but could, however, be breaking company policy by using it inappropriately on company time. A good first approach includes verbal and written reprimands followed by a progressive discipline policy," explains Todd Kohl, management services consultant for Ceridian Management Line services.

Kohl has first-hand experience counseling managers and employees on Internet addiction or misuse. He has handled a number of cases ranging from individual employee counseling incidents to employers seeking proactive steps to help them prepare for potential Internet-related situations in their organizations.

"An employee can come to us to speak to someone outside of the workplace," he adds. "They can have a private conversation with one of our consultants who is trained in psychotherapy and employee assistance. They can get guidance so that their job isn't at risk and their productivity isn't jeopardized."

Ceridian Management Line provides 24-hour toll-free support for managers who face sensitive and complex work-related issues such as Internet addiction or misuse. Employers can also access comprehensive online resources on this and a number of other topics, some of which include interpersonal conflicts, workplace change, sexual harassment, legal-regulatory information and critical incident response.

To learn more about Management Line, ask your Ceridian representative how our dedicated team of management consultants can provide focused strategies and proven solutions to help your company navigate the ever-changing workplace.