Drug Free Workplace
Program
Drug-Free Workplace,
helps you develop a customized
drug-free workplace policy statement
for your organization. Before changing your Drug Free Workplace Program,
be sure to check all local/state/federal requirements and union contracts
for limitations and implementation. A drug-free workplace policy
forms the foundation for a
drug-free workplace program; however, it
is not the same as a drug-free workplace program. Rather, it is one
of five components. In addition to a policy, a comprehensive drug-free
workplace program includes supervisor training, employee education,
employee assistance and drug testing. Effective program planning and
philosophy are critical to success. Employers and employees should work
together to examine each component and design a Drug Free Workplace
Program which is balanced, fair program suited to the unique needs and
challenges of your specific workplace.
Sample Material
Drug
Free Workplace Checklist
Types of
Drug Testing
Material in the Members Area
Drug
Free Workplace Written Program
VIDEO: Substance Abuse
Types of
Drug Free Workplace Written Programs
Drug
Free Workplace Checklist
Management
Brief - Drug Free Workplace
Types of
Drug Testing
Recognizing Drug Problems
Your
Company's Drug Policy
DOT Drug Testing
Rates
Drug Abuse Posters
Substance abuse increases absenteeism and turnover.
-
An
estimated 500 million workdays are lost annually due to alcoholism.
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Employees
who use drugs are 2.2 times more likely to request early dismissal or time
off, 2.5 times more likely to have absences of eight days or more, and 3
times more likely to be late for work.
-
Illicit
drug users are more than twice as likely than those who do not use drugs
to have changed employers three or more times in the past year.
Substance abuse increases an employer’s medical costs.
Implement a drug-free workplace program
In 1988, the Drug-free Workplace Act was passed, requiring all
federal grantees and some recipients of federal contracts to agree to
provide a drug-free workplace as a condition of receiving federal
money. In a drug-free workplace, all employees adhere to a program of
policies and activities designed to provide a safe Workplace. The policies
and activities discourage alcohol and drug abuse and encourage
treatment, recovery and the return to work of those employees who have abuse
problems. Even if your organization is not required to have a drug-free
workplace program, your organization can still benefit.
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DRUGS IN THE WORKPLACE
Substance abuse is a widespread problem in our society. An estimated 14.8 million
Americans are current illicit drug users.1 The Substance Abuse and Mental
Health Services Administration reported that 77 percent of illicit drug
users in the United States are employed. That’s 9.4 million people. The
chances are good that your organization employs one of these workers.
Who is using drugs at work?
A survey by the federal government showed full-time employees who admitted
to being current illicit drug users tend to be:
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between the
ages of 18 and 25
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less
educated
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male
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divorced or
never married
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white
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low paid
Industries with the highest rates of illicit drug use
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food
preparation workers
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waiters,
waitresses, and bartenders
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other
service occupation workers
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construction workers
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workers in
transportation and material moving
How does substance abuse impact the workplace?
Employees who abuse alcohol and other drugs bring their
problems with them to work.
Substance abuse lowers productivity.
-
Problems
related to alcohol and drug abuse cost American businesses
roughly $81 billion in lost productivity in just one year.
-
Studies
have shown that substance-abusing employees function at about 67%
of their capacity.
Substance abuse causes accidents and injuries.
-
Up to 40
percent of industrial fatalities and 47 percent of industrial injuries can
be linked to alcohol use and alcoholism.
-
Employees
who use drugs are 3.6 times more likely to be involved in a workplace
accident and 5 times more likely to file a workers’ compensation claim.
A successful drug-free workplace program may include:
-
a written
policy
-
employee
education
-
supervisor
training
-
access to
assistance
-
drug
testing
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