Creating a Drug and Alcohol Free Workplace

Studies show that adult drug users are more likely to be employed than unemployed. According to the Department of Labor, the annual cost to American employers of on-the-job substance abuse is estimated to be one hundred billion dollars. This includes lost productivity, theft, accidents, and additional health-care costs. When developing a drug and alcohol prevention policy, consider the following:

· Identify indicators of substance-abuse-related liabilities such as increases in accidents, theft and property losses, security breaches, absenteeism, and workers' compensation claims.

· Decide whether drug and/or alcohol testing will be a part of your program and when, how, and for whom testing will be administered.

· Determine what disciplinary measures you will take against employees who violate the policy.

· Determine what the appeals process will be for employees who wish to appeal positive tests and resulting discipline.

Recognize that alcohol abuse and illegal use or misuse of prescription drugs are major drug abuse problems, just like illegal drug use and need to be addressed also.

Testing

Many employers include provisions for testing in their substance abuse prevention policies. Many employers consider testing an excellent tool for both detecting and deterring drug and alcohol abuse.

· Implement testing in a fair, accurate and legally defensible manner. Because relevant laws are constantly changing, consult with legal counsel before implementation.

· Provide job applicants with a copy of your policy that defines the company's requirements for drug and/or alcohol testing of employees.

· Request that applicants acknowledge in writing at the time of hire their recognition that participation in the company's testing program is a condition of continued employment. Place the signed acknowledgement form in their permanent personnel file.

· When an employee's sample tests positive, before taking disciplinary action, have a second test performed using the most reliable method available. Require that the testing laboratory retain positive test samples as evidence, preserving samples for at least one year as a legal precaution. If a legal claim arises on a particular sample, ensure that the laboratory retains it until the dispute is completely resolved.

· Make every effort to observe reasonable employee expectations of privacy and confidentiality.

· Provide timely and complete notification to employees who test and retest positive for drugs, informing them of the test results and what they mean.

Rehabilitation

· Substance abuse prevention policies should include consequences for violations of the policy. Some states require employers to offer violators rehabilitation rather than termination. It is important to learn what requirements, if any, exist in your state.

· Recognize that the identification of a drug problem is only the first step in a long process that optimistically should end in rehabilitation. Consider these issues:

· Provide the opportunity, when feasible and appropriate, for employees who test "positive" to participate in company-sponsored employee assistance and rehabilitation programs. These programs should be state or nationally certified and should include medical monitoring, treatment, retesting, and counseling.

· Provide referrals to local counseling and treatment centers for such employees as an alternative to, or as a supplement for, company Employee Assistance Programs (EAP).

· Address the problems of the families of employees who are substance abusers, emphasizing group, family, personal, and outpatient counseling.

· Require individuals to test negative before returning to work after rehabilitation, and require them to participate in a post-rehabilitation testing program wherein they are frequently randomly tested to monitor their abstinence.

· Insist on regular participation in an after-care program to prevent relapse.

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