The Department of Labor estimates drug users contribute to billions of dollars in lost productivity and increased health care costs. According to a study sponsored by the National Institute on Drug Abuse (NIDA), drug-using employees are also more likely to be involved in a workplace accident and more likely to file a workers’ compensation claim.
As an employer, you know what this means – money out of your pocket and off the bottom line. A solution for these problems is available.
Implementing a comprehensive substance abuse program at your dealership will address most of the drug abuse issues. Substance abuse programs are already mandatory in some states and industries; they are a good idea for everyone.
These programs will not eliminate drugs, but will deter drug usage by your employees. If you adopt the drug-free strategy, you should have a program that is clearly written, understood by all who are affected by the policy and administered in a fair and consistent manner.
Consider the following points before developing a substance abuse policy, and be mindful of local, state and federal laws related to such a policy prior to implementation:
• Company position on drug and alcohol use as it applies to the workplace
• What drug deterrence procedures will be used?
• Will employment be contingent upon passing a drug screen?
• Will drug testing be conducted preplacement, randomly, investigative for cause, or on a scheduled basis?
• What are the consequences of positive tests?
• What are the responsibilities of both the employee and employer?
• What Employee Assistance Programs (EAP) are available to the employee?
• What are the safeguards to protect confidentiality of all parties?
• The selection of a licensed, competent lab and following proper protocol in dealing with the lab
The Department of Labor recommends that your formal substance abuse program contain at least the following components:
• Written substance abuse policy
– Explain why you are implementing a program, i.e. employee health and safety, quality, productivity, etc.
– Describe substance abuse-related behaviors that are prohibited – use, possession, transfer or sale of illegal drugs, working while under the influence, etc.
– Thoroughly explain the consequences for violating the policy
• Supervisor training
– Their role in implementation
– Observing and documenting unsatisfactory job performance
– Effects of substance abuse in the workplace
• Employee education
– Information on dangers of alcohol and other drugs
– Impact of substance abuse on workplace safety, quality, productivity, absenteeism, etc.
– How policy applies to employees and the consequences of violating it
– Describe basic components of the drug-free program, the employee assistance program and the testing procedures
• Employee assistance program
– Job-based program intended to assist workers
– Cost-effective method to reduce accidents, workers’ compensation claims, absenteeism, etc.
– Valuable component of a substance abuse program
• Drug and alcohol testing
– Essential hiring tool
– Effective deterrent to substance abuse
– Evaluate all aspects – who, what, when, etc.
A drug-free policy may have a positive effect on employees if management includes them in the planning stages and solicits suggestions from them. Employers should document and maintain records of all actions regarding the drug-free policy.
All training should be documented and signed by employees, supervisors and managers to verify understanding of the drug-free program.
Take action today – you can’t afford not to have a substance-abuse program. Remember to consult with legal counsel before implementing any substance abuse or drug testing program to ensure it complies with all federal, state and local laws.
Additional resources:
• National Institute on Drug Abuse – www.drugabuse.gov
• Substance Abuse and Mental Health Services Administration
– www.samhsa.gov
• Nationwide Medical Review – www.drugfreeworkplace.com
For more information about this topic, contact the Zurich RiskEngineering Department at 800-821-7803. For more information on any of Zurich’s products or services, visit zurichna.com/zdu. Copyright 2012Zurich American Insurance Co.
