On the job against drugs - includes related article

Nation's Business, July, 1989 by Mark A. de Bernardo

On The Job Against Drugs

Drug abuse costs American business more than $60 billion a year in five areas alone: decreased productivity, increased absenteeism, workplace accidents, medical costs, and theft.

More and more employers are setting the goal of a drug-free workplace to combat not only those problems but also the social and economic damage to society caused by the drug epidemic.

Employers considering the implementation of a workplace program to prevent drug abuse--of illegal and prescription drugs and of alcohol--should be ready to develop a strategy based on some or all of these factors:

* Commitment

* Policy development

* Policy coordination

* Communication, education, and training

* Enforcement

* Testing

* Rehabilitation

* Disciplinary action

* Follow-up

This is what should be done within each of these areas:

Commitment

The commitment to a drug-free workplace must begin with the top managers of your company. Your employment records should enable you to determine whether the company has a drug-abuse problem serious enough to warrant a formal program.

Look for abnormal increases in absenteeism, accidents, compensation claims, turnover, thefts of company property, grievance proceedings, wage garnishments, and arrests. Check also for any abnormal decreases in the meeting of production deadlines and goals. If this process points to specific individuals, then ask supervisors and employee representatives for their analyses of the problem.

Policy Development

If you decide that drug testing will be part of your program, you must identify test subjects and test procedures. Will you test all job applicants, all employees, just those employees with safety or security responsibilities, or those who have had accidents? Will testing be announced and conducted on a regular schedule? Will it be random and unannounced?

You also should recognize that alcohol abuse and illegal use of prescription drugs are major drug-abuse problems and need to be addressed comprehensively as such.

Another key question: What disciplinary action will be taken against violators? Your choices include dismissal, suspension with or without pay, demotion, transfer, and/or an offer of rehabilitation and counseling.

Policy Coordination

The coordination should be with those people within your company who are responsible for labor relations, personnel, medical care, security, public affairs, and occupational safety and health. Your legal counsel should make sure that the policy is consistent with other company policies, that it complies with relevant federal, state, and local laws regarding drug testing, and that it minimizes the vulnerability of the company to legal challenges.

You should also contact local experts outside your company for advice on crime prevention, medical aspects of drug abuse and rehabilitation, and counseling services.

Enlist the cooperation and support of your employees' union or association, if any. Bargain collectively on your intentions to implement a drug-abuse-prevention policy and program (especially regarding drug testing, which labor law makes subject to collective bargaining).

You can now issue a formal, written company policy on drug abuse. It should explain your commitment to a drug-free workplace, plans for testing, and the consequences for refusing to be tested and for violating your abuse-prevention program. Make it clear also that law-enforcement officials will be contacted regarding confirmed sale, purchase, or significant possession of illegal drugs on the job.

Communication, Education, Training

Your policy for preventing drug abuse should be communicated to employees through direct briefings; through notices in company newsletters, paycheck envelopes, and on bulletin boards; and in letters from the company president or plant managers. The success of your program will depend upon its acceptance by the employees and job applicants themselves. Your employment applications and employee handbooks should carry statements making it clear that employment by your company is contingent on the person being drugfree. Your program should include arrangements for educating employees on the dangers of drug abuse.

Keep all possible lines of communication open, and recognize the importance of employee suggestions and feedback to the company's drug-abuse program. It is a good idea to designate a contact person with whom employees can discuss drug-abuse concerns regarding themselves or their fellow workers.

Local police should know of your program and your willingness to cooperate with them in criminal investigations of illegal drug activity.

Enforcement

Show full support for your supervisors as they fulfill their responsibilities to implement your program. This will demonstrate the seriousness of your commitment and will assure supervisors and employees that they should cooperate in efforts to identify those employees who violate the law and/or company policy. Also, fairness requires you to discipline supervisors who abuse their power, harass employees, lie, or otherwise act in bad faith. If you expect cooperation and positive morale in implementing your policy, employees must be convinced that enforcement is fair and consistent.