U.S. DEPARTMENT OF HEALTH AND HUMAN SERVICES
Substance Abuse and Mental Health Services Administration
Center for Substance Abuse Prevention
The presentations herein are those of the authors and may not necessarily reflect
the opinions, official policy, or position of the Center for Substance Abuse
Prevention (CSAP), the Substance Abuse and Mental Health Services Administration
(SAMHSA), the Public Health Service, or the U.S. Department of Health and Human
Services.
All material appearing in this book, except quoted passages from copyrighted
sources, is in the public domain and may be used or reproduced without permission
from CSAP or the authors. Citation of the source is appreciated.
CSAP Production and Editing Officer:
Joan White Quinlan
Robert W. Denniston
Director, Division Public Education and Dissemination
Charlie Williams, CEAP
Public Health Advisor, Workplace Community Prevention Branch
CSAP Mission Statement
The Center for Substance Abuse Prevention (CSAP) supports and promotes the
continued development of community, State, national, and international, comprehensive
prevention systems. CSAP strives to connect people and resources with effective
and innovative ideas, strategies, and programs, aimed at reducing and eliminating
alcohol, tobacco, and other drug (ATOD) problems in our society. CSAP’s prevention
programs and models, tailored to specific cultures and locales, capitalize on
broad-based community involvement and enhanced public and professional awareness
of prevention.
Introduction
Alcohol and other drug abuse (AOD) in the workplace can create problems that may
jeopardize the safety of employees and customers. This pamphlet is intended to be
used as a quick and easy reference guide to low-cost steps an employer can take
to prevent workplace-related AOD problems. Smaller businesses especially, many of
which are seeing their profit margins decreased by ever-increasing workers’
compensation payments, will find this information very useful as a guide to readily
available resources. This resources can help them prevent AOD-related problems
from negatively affecting workplace safety and the well-being of their greatest
asset -- their employees.
[Place for your organization name/State]
This wasn’t something I wanted to deal with, but finally realized somebody
was going to get hurt if I didn’t. -Owner of a construction firm in Iowa
FACT: Although the total number of drinkers has shown a downward trend,
the number of heavy drinkers has changed little since 1988. About 10 million
Americans are considered heavy drinkers, defined as drinking five or more drinks
per occasion on five or more days in the past 30 days (1992 National Household
Survey on Drug Abuse, Substance Abuse and Mental Health Services Administration
[SAMHSA]).
In a company with 10 employees, just 1 employee with an alcohol or other drug
problem can be devastating to productivity and profits.
Getting Started
The majority of Americans who are employed today work in businesses with fewer
than 50 employees. As every employer knows, people do not leave their personal
problems at home when they come to work. Large numbers of employees alcohol abuse
and other drugs.
FACT: The majority (66.5 percent) of current (past month) illicit drug
users 18 or older are working either full-time or part-time (1992 National Household
Survey on Drug Abuse, SAMHSA).
FACT: Drug use is greatest among employees in the construction, wholesale
trade, and retail trade industries.
FACT: Alcohol and other drug use costs American businesses an estimated
$102 billion every year in lost productivity, accidents, employee turnover, and
related problems (Economic Costs of Alcohol and Drug Abuse and Mental Illness: 1987,
ADAMHA, 1990).
Since Congress passed the Drug-Free Workplace Act in 1988, many businesses have
taken the first steps to establish a safe, drug-free workplace. You need not
start from scratch. There are many simple and inexpensive ways to begin to develop
a drug-free workplace. The important things are to become informed, make a
commitment, and get started.
When the Issue is Safety
Developing a drug-free workplace program is especially important in businesses
where safety is an issue. Accidents and injuries can create severe hardships, not
just for the victims, but also for the employer. A serious incident, especially if
related to alcohol or other drug use, can shut down a small business.
FACT: Drug users at a minimum consume almost twice the medical benefits
as nonusers, are absent 1.5 times as often, and make more than twice as many workers’
compensation claims.
FACT: Every year, more than 17,000 motor vehicle fatalities are attributed
to alcohol use (National Highway Traffic Safety Administration press release, May 1994).
If you’re in any kind of manufacturing, no matter how small the company, you have
to be concerned about safety hazards caused by drug users. It may be something as
simple as driving a forklift, but people can get hurt. -Owner of a small manufacturing company in Connecticut
I found out the hard way that employees often have multiple problems associated
with drug use. Some of my employees had lines of credit with me. One who got
injured in an accident while driving a tractor had a $3,500 line of credit. Then,
I found out he was using it to finance his cocaine habit! -Owner of a paving firm in suburban Maryland
Potential Benefits of a Drug-Free Workplace
Reduced absenteeism, tardiness, sick leave, and personal time off
Reduced employee discipline problems
Reduced workers’ compensation costs
Improved customer satisfaction
Increased productivity
Improved employee morale and motivation
Improved community image
For More Information . . .
Drugs at Work is a video that describes the costs of alcohol and
other drug abuse in the workplace and provides examples of current programs in
government and private companies. Call the National Clearinghouse for Alcohol and
Drug Information (NCADI) at 800-729-6686 to request a copy. The cost of this video
is $12.50. NCADI accepts VISA of MasterCard, checks, and purchase orders (minimum
of $25). Ask for inventory number VHS02 when placing your order.
The First Step: A Clear Policy
You have probably heard about companies that offer so many benefits that
employees rarely leave. For owners and managers of small businesses, it’s a
different story. Providing even the most basic benefits is not easy for small
businesses. Health care and workers’ compensation costs are soaring.
Working toward making your workplace drug-free does not have to drain your
company’s budget. You can take a number of small steps with little or no cost that
could save you money. They will also improve with health, morale, and well-being
of your employees.
The first and most important step is to develop a policy that makes your position
about alcohol and other drug use in the workplace very clear. As the owner of a
business, you have clear guidelines on attendance, performance, conduct, and even
smoking in the workplace. But do you have a policy that tells your employees not
to use drugs?
It is the greatest thing you can do for yourself and your employees, and it
doesn’t have to cost a lot. The most expensive thing you can do is nothing. -Owner of a small manufacturing firm in Georgia
A well-designed policy should:
Explain why a policy is needed and important -- that is, describe the goal
of a drug-free workplace.
Make it clear that alcohol and other drug use on the job violates company
policy and will not be tolerated.
State specific consequences for violating the policy.
Define specific ways for employees and family members to obtain help for
alcohol, drugs, or family problems.
If screening is part of the program, share how, when, and under what
conditions employees will be tested for alcohol and/or drug use.
Once a policy is adopted, all employees will know what you expect from them
and what they can expect from you. A sample policy is included for your adaptation.
Most employers say it looks like an insurmountable mountain at the beginning. You
have to think of so many things. For people who’ve never done a policy statement,
that alone can seem overwhelming. But then a lot of the people we work with say
they’re glad they had it in place, because situations have come up where they needed
it. Also they’ve seen reductions in accident rates and costs for health care and
workers’ comp. -Organizer of drug-free workplace programs in Florida
Sample Policy
Your Company’s Letterhead
(Name of Business) is committed to providing a safe work environment and to
fostering the well-being and health of its employees. That commitment is jeopardized
when any (Name of Business) employee uses illegal drugs or alcohol on the job, comes
to work with these substances present in his/her body, or possesses, distribute, or
sells drugs in the workplace. (Name of Business) has established the following
policy with regard to alcohol and other drugs to ensure that we can meet our
obligations to our employees, shareholders, customers, and the public.
The goal of this policy is to balance our respect for individuals with the need
to maintain a safe, productive, and drug-free environment. The intent of this policy
is to offer a helping hand to those who need it, while sending a clear message that
illegal drug use and alcohol abuse are incompatible with working at (Name of
Business).
It is a violation of our policy for any employees to possess, sell, trade, or
offer for sale illegal drugs or otherwise engage in the use of illegal drugs or
alcohol on the job.
It is a violation of our policy for anyone to report to work under the influence
of illegal drugs or alcohol -- that is, with illegal drugs or alcohol in his/her body.
It is a violation of our policy for anyone to use prescription drugs
illegally. (It is not a violation of our policy for an employee to use legally
prescribed medications, but the employee should notify his/her supervisor if the
prescribed medication will affect the employee’s ability to perform his/her job.)
Violations of this policy are subject to disciplinary action ranging from a
letter of reprimand, to suspension from work without pay, up to and including
dismissal.
It is the responsibility of our supervisors to counsel employees whenever they
see changes in performance or behavior that suggest that an employee has an alcohol
or other drug problem. Although it is not the supervisor’s job to diagnose the
employee’s problem, the supervisor should encourage such an employee to seek help
and tell him/her about available resources for getting help. Because all employees
are expected to be concerned about working in a safe environment, they also should
encourage their fellow employees who may have an alcohol or other drug problem to
seek help.
For More Information . . .
Additional sample policies from existing programs in a variety of industries
and settings may be obtained by calling the Center for Substance Abuse
Prevention’s (CSAP) Workplace Helpline 800-WORKPLACE.
Next Steps
We were working on a project for a Department of Defense contractor, and I was
afraid they’d pull the contract if they found out anyone was using drugs on the
job. One of my men was behaving very strangely. Two days in a row he had minor
accidents -- he cut his finger, then he skinned his knee. I told the guy I wanted
to drug-test him. He made a big fuss, but then he admitted he’d used marijuana
over the weekend. He said he wasn’t the only one. Fortunately, he got help. Until
then I’d had a simple policy saying employees could be tested because of the
government contract, but I expanded the policy to include very specific procedures
about how we were going to deal with employee problems. -Manager of an electronic components manufacturer in Santa Clara, California
A policy is only the first step. Here are some other steps you can take to become
better informed:
Ask other employers how they are dealing with alcohol and other drug use in the
workplace.
Ask your health insurance agent about coverage for alcohol and other
drug-related problems for your employees and their family members.
Join with other employers who have already purchased employee assistance
program (EAP) services. Cost vary but are usually in the range of $15 to $25
per employee per year.
Call your trade association. Most trade associations offer informational
materials on drug-free workplace programs. Example include:
American Subcontractors Association
703-684-3450
Associated Builders and Contractors
703-812-2000
National Association of Manufacturers
800-637-3005
National Association of Plumbing-Heating-Cooling Contractors
800-533-7694
Painting and Decorating Contractors of America
703-359-0826
Ask your employees for their input on the new program. One way to do this is
to hold a brown bag lunch for your employees to increase their awareness and
support for a drug-free workplace.
Call the health or human resource department of large companies in your
area. Seventy-five percent of large businesses (1,000 or more employees) are
doing something, including offering EAP services to their employees and their
family members, and many are willing to assist smaller businesses in addressing
the problem.
Find out what your community and business groups are doing to help prevent
alcohol and other drug problems in your community.
Elements of a Comprehensive Drug-Free Workplace Program
A clear, consistent policy.
Training for supervisors about the company’s program.
Education for employees about the company’s program and about the effects of AOD abuse.
Access to an employee assistance program.
Identification of illegal drug use, including a drug testing program, if appropriate.
You do not have to implement all of these elements at once, but you can take that
first step.
One Example of a Business Owner Taking Action
Chamberlain Contractors is an asphalt paving company with approximately 70
employees, located in Laurel, Maryland. According to its president, Harold Green,
the company developed its EAP through the "back door" -- a safety awareness
program. In the late 1980’s the company had high workers’ compensation costs
and frequent vehicular accidents: in 1987, for example, the company’s workers’
compensation costs were $97,000. In 1991, those costs were $22,000, and the
company had gone for more than two years with neither a vehicular accident nor
an on-the-job injury. This dramatic drop corresponded to the establishment
of an EAP. (Source: Promoting Health at Work, Fall 1993.)
The company holds quarterly half-day meetings with all employees during which
safety and EAP issues are discussed. These meetings give employees the opportunity
to voice concerns and express their expectations of the EAP. According to Green, a
strong case can be made for the argument that EAPs save small businesses
money. Managers must support the program, and employees must play a strong
role in its development and implementation.
The program has saved a couple of lives. One person was almost killed in an
accident, and we lost a couple of vehicles due to drunk driving. Since the
program started, there may have been no accidents. -Owner of a taxi company in Illinois
I think something as simple as signs saying "No use of drugs or alcohol
allowed" can make a difference. People obey "No smoking" signs, but
often they aren’t even aware of an alcohol or drug policy. -Organizer of drug-free workplace programs in Texas
For More Information . . .
Finding Solutions is a video that focuses on how to provide information to
employees, promote worker involvement in drug-free workplace programs, and build
on community linkages to prevent alcohol and other drug problems in the
workplace. Call NCADI at 800-729-6686 to request a copy. The cost of this video
is $12.50. NCADI accepts VISA of MasterCard, checks, and purchase orders (minimum
of $25). Ask for inventory number VHS07 when placing your order.
Common Concerns
Tardiness is gone and the Monday "can’t-come-to-work-because-I-have-the-flu
syndrome" is gone. Sloppy work, bad work, or unfinished jobs are gone
too. A couple of years ago, before employees were in treatment, we used to get a
lot of customers complaints. We don’t anymore. -Owner of a manufacturing firm in Oregon
What benefits will I see from setting up a drug-free workplace program?
Some of the benefits are economic. Employers frequently cite reductions in
workers’ compensation costs, for example. An effective program helps to cut back
on accidents, mistakes, and employee turnover. It can save an employer hundreds
or thousands of dollars every year. Other benefits are less tangible but just
as important; for example, an effective program can significantly improve the
climate of the workplace and employee morale.
What do I do if I am fairly sure an employee has an alcohol or other drug
problem?
Do not accuse the employee of having an alcohol or other drug problem. Address
the problem on the basis of the employee’s work performance and conduct. If you
have an alcohol and other drug policy in place, follow through on it objectively
and fairly for all employees. If you do not have a policy, you can stop the
employee from performing the job to protect the safety of other employees, the
public at large, or your company’s reputation. Call the CSAP Workplace
Helpline at 800-WORKPLACE to find out whether local, State, or Federal laws
apply to your situation.
Someone came into our office looking for a job. "We do drug testing here,"
I told him. "That’s why I came," he said. "When my life is on
the line and in my co-worker’s hands, I want to know that he’s not high -- and
your program makes me feel safe." -Owner of a marine supply and building company in Washington
Am I required to do drug testing?
The Federal Drug-Free Workplace Act does not require employers to do drug
testing. However, some Federal agencies, such as the Department of Transportation
and the Department of Defense, have specific drug-free workplace regulations
governing safety and security and many now require alcohol and other drug
testing.
If I do drug testing, how much is it likely to cost, and how do I find
a good drug testing laboratory?
Depending on the types of tests performed and number of substances being
tested for, drug testing costs between $20 and $50 per drug test. Drug testing
consortiums can help make drug testing services more affordable for smaller
businesses. Information about laboratories certified by the U.S. Department of
Health and Human Services may be obtained by calling the CSAP Workplace
Helpline at 800-WORKPLACE.
Employers almost always say, "That’s not for us -- we’re too
small." Then, when they realize how easy and inexpensive it is and that
this is something a small business can really use, they want to sign on. After
that we hear from them a lot. Many employers in small businesses feel very
isolated. We give them a place where they can bounce their ideas off of
sympathetic listener. -Director of an EAP in rural Virginia
What is an employee assistance program?
An EAP is a confidential service that helps employees deal with a variety of
personal problems that may be interfering with their work performance. Consulting
an EAP, as with any form of counseling, should be voluntary, although in many
cases managers and supervisors can strongly recommend that an employee seek
assistance from an EAP and tie this in with a performance evaluation. More
than ever before, EAP services are available to smaller businesses at affordable
costs.
What is the role of supervisors and supervisor training?
Effective supervision is one key to a drug-free workplace program. One of the
most important considerations is the need to focus on job performance and avoid
attempting to become a counselor or diagnostician. Supervisors should be able to
recognize patterns of behavior that might indicate employee problems -- and be
prepared to refer employees to appropriate sources of help. Training for
supervisors is essential for an effective workplace program.
How can I prevent alcohol and other drug problems in my workplace?
Develop a clear and consistent written policy for a drug-free workplace. Obtain
information and, if possible, hands-on training for your supervisors and
employees. Find out what resources and services are available in your
community and provide the information to your employees and their family
members if possible.
What are the benefits of an AOD-free workplace to my employees?
Employees typically report improved morale, less worry about their own safety,
and a more positive attitude about their job and toward their employers.
For More Information . . .
CSAP operates a Workplace Helpline (800-WORKPLACE, 9 a.m.-8 p.m. Eastern Time,
Monday-Friday) staffed by drug-free workplace specialists who can answer many of
your questions and provide you with individualized technical assistance.
Appendix A
Hotlines and National Resources
WORKPLACE HELPLINE
1-800-WORKPLACE
Center for Substance Abuse Prevention
Technical assistance for employers and community organizations, including:
CSAP’S NATIONAL CLEARINGHOUSE FOR ALCOHOL AND DRUG INFORMATION
1-800-729-6686 (se habla espanol) 1-800-487-4889 (TDD)
Center for Substance Abuse Prevention
More than 10,000 items on alcohol and other drug abuse (at no cost) including
all the CSAP drug-free workplace resources materials mentioned in this pamphlet.
Drug-free workplace videotapes - employer and employee versions.
U.S. Department of Labor’s Substance Abuse Information Database (SAID) on floppy
diskette providing information about drug-free workplace programs.
CENTERS FOR DISEASE CONTROL AND PREVENTION
1-800-458-5231
1-800-243-7012 (TDD)
Information, publications, and referral on HIV/AIDS in the workplace
U.S. DEPARTMENT OF TRANSPORTATION (DOT)
1-800-225-3784
202-366-3784
DOT drug-free workplace transportation regulations and guidance documents
U.S. SMALL BUSINESS ADMINISTRATION (SBA)
202-401-3784
Information from the SBA that can help you implement a drug-free workplace program.
EMPLOYEE ASSISTANCE PROGRAMS
Employee Assistance Professionals Association, (EAPA), Arlington, Virginia
703-522-6272
Employee Assistance Society of North America, (EASNA), Berkley, Michigan
810-545-3888
Professional association representing EAP providers
Information about EAPs
Referrals to available EAP resources
STATE ASSOCIATIONS
202-783-6868
National Association of State Alcohol and Drug Abuse Directors, Inc.
(NASADAD)
Referrals to your State Government’s Alcohol and Other Drug Agency
Appendix B
References
Center for Substance Abuse Prevention
1993 Promoting Health at Work - "Substance Abuse Prevention: It’s
Your Business." Rockville, MD: U.S. Department of Health and
Human Services.
Hartwell, T.D., M.T. French, F.J. Potter, P. Steele, G.A. Zarkin, F. Nathaniel
1994 Prevalence, Cost and Characteristics of Employee Assistance
Programs. Research Triangle Park, NC: Research Triangle Institute (in press).
National Highway Traffic Safety Administration
1994 Press Release, Secretary Federico Pena.
Washington D.C.: U.S. Department of Transportation.
Rice, D.P., S. Kelman, L.S. Miller, and S. Dunmeyer
1990 The Economic Costs of Alcohol and Drug Abuse
and Mental Illness. Washington D.C.:
U.S. Department of Health and Human Services.
Substance Abuse and Mental Health Services Administration
1993 National Household Survey on Drug Abuse: 1992.
Rockville, MD: U.S. Department of Health and Human Services.
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