Introduction
According to the United States Department of Labor,
today in the U.S. 71% of all drug users over the age of 18 are employed
either full- or part-time. That’s more than 10 million workers.
And substance abuse in America is on the rise.
What can employers do to curb the growth of substance
abuse, including drugs and alcohol? This is a critical question
to ask. Because if you haven’t done anything yet, chances are
you have a bigger problem than you realize. Substance abusers have
a tremendous effect on the workplace. They are more likely to have
extended absences from work, show up late, be involved in a workplace
accident and file a workers compensation claim. They also significantly
contribute to increased health care costs, disability insurance
costs, decreased productivity, product quality and employee morale.
Though there is no exact figure, the Department of Labor reports
estimate that substance abuse is costing American businesses billions
of dollars each year.
Five Steps Toward a Drug-Free Workplace
Steps toward a drug-free workplace include developing
a written policy, training supervisors, educating employees, providing
employee assistance and drug and alcohol testing. The following
guidelines from the Department of Labor outline each of these five
basic components:
I. Writing a Substance Abuse Policy
A written drug-free workplace policy is the foundation
of an organizationþs drug-free workplace program. This policy should
include:
- An explanation of why you are implementing
a program, such as concerns for employees’ safety, improving
the cost of doing business and/or to comply with state or federal
regulations.
- A clear description of substance abuse-related
behaviors that are prohibited, such as any illegal drug use or
being at work under the influence of alcohol.
- A thorough explanation of the consequences
for violations of the policy, including, if applicable, termination.
II. Training Supervisors
An effective training program should allow supervisors
to do the following:
- Know the company’s policy and understand
their role in its implementation and maintenance.
- Observe and document unsatisfactory job performance.
- Confront workers about unsatisfactory job performance
according to company procedures.
- Understand the effects of substance abuse in
the workplace.
- Know how to refer an employee suspected of
having a substance abuse problem to those who are qualified to
make a diagnosis and offer assistance.
III. Educating Employees
- Provide information about the dangers of alcohol
and other drugs and how they affect individuals and families.
- Describe the impact that substance abuse has
on the workplace, including such areas as safety, productivity,
and health care costs.
- Explain how the policy applies to every employee
and the consequences for violations of the policy.
- Describe how the basic components of your overall
program work, including employee assistance services and testing,
if they are included.
- Describe how employees, and their dependents
if included, can get help for their substance abuse problems.
IV. Providing Employee Assistance
An employee assistance program (EAP) is a job-based
program intended to assist workers whose job performance is being
negatively affected by personal problems. Workers’ personal
problems may be caused by any number of factors, including substance
abuse. Many employers have discovered that EAPs are cost-effective,
often resulting in overall savings in comparison to the money spent
on the EAP itself.
If you are contemplating including employee assistance
services as part of your program, do the following:
- Contact other companies in your area that
provide employee assistance services to their workers and learn
about their programs and what they offer, how the service is provided
and the costs and results.
- Determine whether there is an EAP consortium
available in your community that local businesses can join to
receive EAP services at prices typically available only to larger
companies. It is not unusual for a local or state chamber of commerce,
trade association or other business organization to provide such
a service to its members.
V. Drug and Alcohol Testing
Drug and alcohol testing, with some limitations
in a handful of states, is legal. Futhermore, when combined with
the other components of a comprehensive program, testing can be
a highly successful deterrent to employee substance abuse and an
effective tool in helping employers identify workers in need of
assistance.
Before you implement a drug and/or alcohol testing
program, consider the following.
- Who will you test? (Job applicants? All employees?
Only those in safety-sensitive positions?)
- When will you test? (After accidents? When
you have reason to believe that an employee is involved in substance
abuse? As part of periodic physical examinations? Randomly?)
- For what will you test? (Marijuana, opiates,
amphetamines, cocaine, and PCP as the federal government requires
of some employers? Alcohol? Legally prescribed drugs that are
commonly abused?)
- What consequences will employees and job applicants
face if they test positive?
- Who will conduct your drug testing?
A Final Caveat Look to State and Federal
Laws
It is essential that employers familiarize themselves
with existing local, state and Federal laws that may impact when,
where and how drug and alcohol testing is performed. It is strongly
recommended that legal counsel be sought prior to implementing any
testing program.
Resources for Employers
Center for Substance Abuse Prevention (CSAP)/Drug-Free
Workplace Helpline 800-WORKPLACE. Provides information and consultation
regarding the development and implementation of a workplace substance
abuse program.
Substance Abuse Program Administrators Association
(SAPAA) 800-672-7229. Represents a myriad of professionals who
administer drug and alcohol free programs.
U.S.
Department of Labor
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