 |
|
Drug-Free Workplace |
|
| When an employer has drug and alcohol abusers on the payroll, morale and productivity fall, accidents and errors increase, and absenteeism and tardiness rise. And that’s not all. Legal costs and workers’ comp premiums go up, along with employee theft, fraud, and turnover.
Drug and alcohol abuse has been estimated to cost U.S. organizations $81 billion each year in lost productivity alone.
The statistics tell the story:
14.8 million Americans use illegal drugs, and 77 percent of them work.
12.4 Americans are classified as heavy drinkers—and 30 percent of them also use illegal drugs.
60 percent of all adult Americans know someone who has reported to work under the influence of drugs or alcohol.
Alcoholism is estimated to cause 500 million lost workdays, annually.
|
|
|
|
|
|
Do Something!
Fortunately, you can do more than sit back and wring your hands over this problem. Institute a drug-free workplace program. (If you get federal grants or have federal contracts valued at $100,000 or more, the Drug-Free Workplace Act of 1988 says you must have such a program.)
This drug-free program will communicate to your employees your commitment to a drug-free workplace, alert new hires not to apply if they do drugs, help protect you in the event of a lawsuit, etc.
The U.S. Department of Labor provides the following blueprint for starting a program:
- Create a Drug-Free Workplace Policy. First, tell employees why you are instituting the policy. Chief reason: workplace health and safety. Next, describe clearly the behaviors you are prohibiting. Example: “The use, possession, transfer, or sale of illegal drugs or controlled substances by employees is prohibited.” While you’re at it, prohibit working or performing company business under the influence of alcohol. Last, spell out the consequences of violating the policy. For help crafting an appropriate policy, consult MyBiz Employee Handbook.
- Train Supervisors. Supervisors need to understand the policy and their responsibilities under it, how to recognize on-the-job drug or alcohol use, how to deal with employees whose poor performance may be related to alcohol or substance abuse, and how and when to decide that an employee’s performance or behavior warrants a drug test. Supervisors should not, however, counsel drug or alcohol abusers. Teach them to refer employees to your employment assistance program or other sources of help.
- Educate Employees. Explain all aspects of your drug-and-alcohol policy to employees. But go further and educate them on the potential impacts of alcohol and drug use on their performance, safety, and relationships. (These training videos can help: Alcoholism in the Workplace and Drug Testing in the Workplace.) And don’t forget to tell employees how to get help if they need it.
- Provide Employee Assistance. Employee assistance programs are an inexpensive and extremely useful benefit, and not just for abusers of drugs or alcohol. At the very least, maintain a list of community resources for employees battling drug and alcohol problems.
- Test for Drugs and Alcohol. Note: States and localities may have specific laws that regulate alcohol testing and drug testing in the workplace. Consult a local attorney familiar with drug testing rules and regulations before you start testing.
« Back to Top of Article
Things to Consider
When deciding to test for drug and/or alcohol use, consider:
Whom will be tested? (Job applicants? Those in safety-sensitive positions? Anyone at any time?)
When will people be tested? (When applying for a job? When there is probable cause? On a random basis?)
Which drugs will you test for?
How will you conduct tests? (Drug Testing in the Workplace, explains to employees how tests will be conducted.)
G. Neil has a range of testing kits and aids to assist in uncovering violations of your drug and alcohol policy: AutoSplit Drug Test, Breathscan Alcohol Detector, Alcohol Test Results Form and HireCheck Drug Screening Service.
« Back to Top of Article
Take a Stand
An important part of your program is to send an anti-impairment message, loud and clear. Hang signs with pointed messages in areas where people gather, such as break or lunchrooms, reception areas, or locker rooms. Choices include “Our Company Is Committed to a Drug-Free Workplace” or “We Drug Test for the Safety of Our Employees”.
Part of your information campaign should include a Drug-Free Workplace Poster that outlines an anti-drug policy as well as provides lists of warning signs, dangers of drugs in the workplace, and emergency information. G.Neil’s Federal Easy-Post™ Labor Law Poster also contains a drug-free workplace policy.
Finally, make sure applicants know where you stand: This Drug-Free Workplace Poster and Drug-Free Applicant Stickers put applicants on notice that they may be subject to alcohol and drug screening. You’ll be surprised how many drug and alcohol abusers take themselves out of consideration for jobs at your company once they see this message! And the Applicant Risk Profiler is a pre-employment screening tool that helps you spot trouble before you hire.
There is considerable effort involved in developing an effective drug-prevention program. But think of the benefits: higher morale, greater productivity, fewer accidents, better customer relations, positive public image, and reduced absenteeism and insurance claims.
« Back to Top of Article
|
|
|
 |
|
| Tools to Ensure an Alcohol-Free and Drug-Free Workplace |
|
|
|
|
|
|
|