Pre-Employment

Drug-Free Workplace Program

Statistics show that probably half of today’s workforce is affected in some way by drugs or alcohol. Employees’ behavior, performance and attitude is affected when they have a problem with drugs or alcohol and their behavior has an impact on their colleagues. As an employer it is wise in this day and age to ensure a drug-free workplace program is implemented consisting of prevention, education and drug testing. Employers are seeing highly trained, educated and experienced workers lose their families, their careers, and their future to substance abuse. Employees who use drugs and abuse alcohol are more likely to be absent from work (especially for extended periods of time), to be involved in accidents that may result in property damage, to be less productive, to be prone to steal from you and their colleagues, and to lack the ability to think clearly or react quickly. Are you experiencing any of these problems with your current staff? If you are, maybe it is time to consider implementing a Drug-Free Workplace program. San Diego Reference Laboratory can help in your efforts to ensure a safe workplace for your employees.

YOU AND YOUR STAFF DESERVE A SAFE, DRUG-FREE WORK ENVIRONMENT

DRUG TESTING IN THE WORKPLACE

Seventy-four percent of current drug users are employed. This means that more than 10 million employees use illicit drugs, making the workplace an important environment in which to intervene with drug users and to help prevent employees from starting to use illegal drugs.

One method of identifying employees who use illicit drugs is through drug testing in the workplace. Drug testing sends a strong message that you support non-drug using employees to remain drug-free and encourage occasional drug users to stop.

A recent Gallop poll of employees found that 97 percent agreed that workplace drug testing is appropriate under certain circumstances and 85 percent believed that urine testing may deter illicit drug use. Thus, testing for the right reasons has the support of most employees, and there is evidence that drug testing helps prevent illicit drug use.

“Workplace Safety” is the reason most commonly given by employers for drug testing. Testing has been suggested for prospective and current employees in industry; for the armed forces; for parolees and bail seekers; for transportation industry employees; and for professional athletes, who are often role models for young people.

Workplace drug testing is used in five different ways:

1. Pre-employment
2. Post-accident or for-cause testing
3. Scheduled testing (routine physicals)
4. Random testing
5. Drug Treatment follow-up testing (used for monitoring an employee’s success in remaining drug-free)

Urine screening can be a useful tool in identifying employees with potential drug problems. The majority of the largest employers in the United States have adopted urine screening and approximately 20% of employed Americans have a drug testing policy in their workplace.

Statistics show that a comprehensive prevention program in the workplace with education and training programs for workers and supervisors, drug testing, and the availability of treatment services reduces drug use, and improves health, safety and productivity. Implementing a drug-testing program can be an important part of your comprehensive approach to establishing a drug-free workplace.

TIPS FOR DEVELOPING A DRUG-FREE WORKPLACE PROGRAM

The following is a general guide to establishing a drug-free workplace program. Every company needs to develop a program that best suits their needs based on the company’s individual circumstances; such as, location, resources, culture, and prior experiences with substance abuse. A program should reflect the company’s commitment to maintaining a safe workplace free of substance abuse. There are five basic components that all programs should include. They are a written policy statement, supervisor training, employee education and awareness, employee assistance for providing help, and drug and alcohol testing. By following these basic guidelines you will establish an effective way to address substance abuse problems in the workplace.

STEP #1: Writing a Substance Abuse Policy

Before developing your program, you should first consider the following: A needs assessment survey to determine what your program needs to accomplish; enlisting the assistance and input of employees to develop the best policy possible and secure employee’s support. The policy should contain:

1. An explanation of why the policy is to be implemented. For example, the importance of a safe environment for employees as well as customers and the general public, productivity, product quality, and legal requirements.

2. A description of substance abuse-related behaviors that are prohibited; such as, possession, transfer or sale of illegal drugs, and under the influence of drugs or alcohol while at work.

3. A thorough explanation of the consequences for violations of the policy.

A policy needs to identify all the elements of the substance abuse program. For example, if a company’s program includes an employee assistance program, this needs to be stated in the policy. The policy should specify everything that will affect employees and the options available to them should a substance abuse problem occur.

STEP #2: Training Supervisors

The level of support supervisors give to the company’s substance abuse program, combined with the fairness of the program and the firmness of the commitment, will greatly influence its potential for success. Many of the problems encountered when implementing a program can be avoided if the full support and participation of supervisors and managers is enlisted.

Supervisors are responsible for identifying and addressing performance problems when they occur which may, on occasion, be the result of substance abuse. However, supervisors should not be expected to diagnose possible substance abuse problems. Employees can, however, expect supervisors to identify the signs of poor job performance and follow standard company procedures for dealing with them.

The key to having effective supervisory support for a substance abuse program is to make sure all supervisors have been trained to understand the company’s substance abuse policy and procedures, to identify and help resolve employee performance problems, and to know how to refer employees to available assistance so that any personal problems that may be affecting performance can be addressed.

An effective training program will allow supervisors to do the following:

1. Know the company’s policy and understand their role in its implementation and maintenance.

2. Observe and document unsatisfactory job performance.

3. Confront workers about unsatisfactory job performance according to company procedures.

4. Understand the effects of substance abuse in the workplace.

5. Know how to refer an employee suspected of having a substance abuse problem to those who are qualified to make a specific diagnosis and to offer assistance.

STEP #3: Educating Employees

Educating all workers about substance abuse and the company’s substance abuse program is a critical step in actually achieving the objectives of the program. Even though every company’s program will differ based on their specific needs, every program should achieve the following objectives:

1. Provide information about the dangers of alcohol and other drugs and how they can affect individuals and families.

2. Describe how substance abuse affects on the job safety, productivity, product quality, absenteeism, health care costs, and accident rates.

3. Explain how the policy applies to each employee and the consequences for violation of the policy.

4. Describe the procedures involved in your program; including the assistance program and the drug testing program.

5. Explain how employees and their dependents, if included, can get help with their substance abuse problems.

New workers should be informed immediately of your substance abuse program policy and what is expected of them. Update employees whenever changes are made to the policy.

STEP #4: Providing Employee Assistance

Many employers are unsure whether they can or should offer or provide assistance to employees who have alcohol or drug problems. Often they are concerned about the cost of providing assistance and their ability to continue to meet work demands while employees are getting help.

Terminating employees with alcohol and other drug problems and hiring a new worker may seem to be the most cost-effective approach. In some cases, starting fresh may be the best course of action. However, in most cases it actually makes better sense—from a business point of view as well as a humanitarian one—to help employees overcome personal problems. This is when providing some type of employee assistance comes into play.

An employee assistance program (EAP) is a job-based program intended to assist workers whose job performance is being negatively affected by personal problems. Any number of factors may cause workers’ personal problems, including substance abuse. Many employers have discovered that EAP’s are cost-effective because they help reduce accidents, workers’ compensation claims, absenteeism, and employee theft and contribute to improved productivity and employee morale.

You may want to contact other companies for ideas on how they run their assistance program. Check you local community for any EAP consortium available that local businesses can join to receive pricing only available to larger companies.

The EAP must be a source for confidential help. In order to ensure a successful program, the employees must believe that by seeking help their employment or future opportunities with the company will not be jeopardized; unless, however, their performance continues to be poor or they continue to violate company policies.

It is not always necessary to have a formal EAP, particularly if you are a small business. Regardless of how formal or informal employee assistance services are, they can be a valuable component to a program.

STEP #5: Drug and Alcohol Testing

Drug and alcohol testing by itself is not a substance abuse program. However, many companies believe that, when combined with the other components of a comprehensive substance abuse program, testing can be an effective deterrent to substance abuse and an important tool to help employers identify workers who need help.

Prior to implementing a drug and/or alcohol testing program, you should consider the following questions:

1. Who will test? (Job applicants? All employees? Selected employees? Employees only at certain job sites?)

2. When will tests be conducted? (After all accidents or only after some? When there is reason to believe an employee is using drugs? As part of periodic physical examinations? Randomly?)

3. For what substances will testing be done? (For only the five drugs required by many federal government agencies- marijuana,opiates, amphetamines, cocaine, and PCP? Only for marijuana and cocaine because they are the most commonly abused illegal substances? For alcohol because it is the number one abused substance in American workplaces? For other legal substances that are commonly abused, such as prescription drugs, that can affect job performance?)

4. What consequences will employees and job applicants face if they test positive?

5. Who will conduct the testing program?

Drug testing has been gaining popularity in the private sector for the past decade. Many laws and regulations have been established regarding workplace programs. It is a good idea to contact organizations that can assist you in establishing your program.

The Department of Health and Human Services has developed information to assist in establishing a comprehensive drug-free workplace program. Also, The Department of Labor may be a good source for any questions you may have regarding your program.

REFERENCES:

Comprehensive Procedure for Drug Testing in the Workplace (1991) CSAP

An Employer’s Guide To Dealing with Substance Abuse (1990) Department of Labor

Center for Substance Abuse Prevention - CSAP’S Drug-Free Workplace Hotline:
1-800-843-4971

Drug Abuse in the Workplace: Employer’s Guide for Prevention, Washington, DC: U.S. Chamber of Commerce (1988)

An Analysis of Worker Drug Use and Workplace Policies and Programs (1997) Substance Abuse and Mental Health Services Administration (S.A.M.H.S.A.)

San Diego Reference Laboratory can assist you in establishing a drug testing program. Contact us through one of the methods shown.

IF YOU ARE STILL NOT CONVINCED
YOU NEED A DRUG-FREE WORKPLACE PROGRAM, CONSIDER THE FOLLOWING FACTS:

• 74% of the nations drug users are employed

• 23% of abusers use illegal drugs on the job

• Drug abusers are found in every profession, from law offices to construction companies

• Drug users cost businesses $100 billion each year in lost productivity, higher health-care and worker’s compensation

• Drug users have a 66% higher absenteeism and tardiness rate than normal

• In 22% of all fatal accidents involving commercial truck drivers, one or more drugs were found in their blood

• Among our future workforce, high school graduates, more than 40% have tried illegal drugs

• Workplace drug testing has resulted in a 57% decline in the percent of workers testing positive during the period of 1987-1994