Business

The Cost of a Drug-free Workplace Program—and the Expensive Risk of Forgoing One

Employers can improve the lives of employees and protect their assets by creating a drug-free workplace program. A well-defined program is more cost-effective than treating substance abuse problems on a case-by-case basis.
By Brandon Coffee
May 22, 2019
Topics
Business

Each year, drug and alcohol abuse costs businesses in the United States an average of $276 billion. Moreover, seven in 10 companies report being directly impacted by prescription drug misuse, according to the National Safety Council. Since a large number of adults who struggle with drug and alcohol abuse are part of the workforce, their employers incur many of the costs related to lost productivity and additional health care needs. Most commonly, substance abuse by employees results in:

  • increased health care expenses for injuries and illnesses;
  • higher rates of nonattendance;
  • reduced job productivity and performance;
  • more workers’ compensation claims; and
  • safety risk to peers and employers.

Providing adequate prevention and treatment

Employees who suffer from substance abuse do not always receive the care they need. Studies show that this lack of care affects more than those who are uninsured. Nearly half of those without treatment options have private insurance. People who struggle to obtain treatment are often uneducated about the types of treatment available or are not exposed to the appropriate resources.

Employers can improve the lives of employees and protect their assets by creating a drug-free workplace program. A well-defined program is more cost-effective than treating substance abuse problems on a case-by-case basis.

When discussing drug- and alcohol-free workplace programs with employers, the discussion tends to focus on how a testing program meets government compliance; how post-accident testing can protect a company when a positive test is identified; or the role proactive testing plays in reducing claims. While these are all important topics for employers to understand, an overlooked component is the impact a sound testing program can have on the quality of life for a workforce. Fair testing can be seen as much a benefit as a 401(k) plan or time off because of its ability to save lives and contribute to a strong safety culture.

Elements of a fair drug-free workplace program

OSHA recommends the following elements for a substance abuse prevention program. The best drug-free workplace programs include preventative and treatment measures.

1. A written drug-free workplace policy
This document should be reviewed and signed by all employees as part of their new hire paperwork. While the policy should be unique and tailored to the company’s specific needs, it should include a stated purpose or rationale, a clear description of prohibited behaviors and an explanation of the consequences of violating the policy.

2. Leadership training
Training will help supervisors and managers more easily recognize the indicators of drug use among employees. At the conclusion of training, leaders should be familiar with details of the drug-free workplace policy and its implication, how to manage employees who have performance problems that may be related to substance abuse, and how to refer employees to available assistance. While it is the duty of the supervisor to monitor employee performance and enforce the drug-free policy, it is not that person’s job to diagnose problems or counsel employees.

3. Employee education
Effective education highlights company-specific policy and program information. It also addresses the effects of substance abuse and the types of available assistance. Education should be a regular part of new hire training and safety meetings. There are other ways to creatively incorporate training at a business, such as a weekly email reminder or a tip in the company newsletter.

4. Health insurance and Employee Assistance Programs (EAP)
The Occupational Safety and Health Administration considers EAPs the most effective way to address poor job performance that may stem from personal problems involving substance abuse. EAPs offer an alternative to dismissal and minimize an employer’s legal vulnerability by showing its efforts to support workers in need. Employers that do not offer EAPs should maintain a resource library where employees can access information about local treatment programs and help lines.

Additionally, an employer’s medical insurance coverage may include physical and behavioral health services—including substance abuse prevention and intervention strategies. This benefit can be used as a means to return to work after dealing with substance abuse. It can also be used for other mental health treatments when a worker’s productivity or safety is impacted.

5. Regular drug testing
Employers and employees should work together to design a balanced, fair testing program suited to the unique needs and challenges of their workplace. Most commonly, testing is done for pre-employment screenings, reasonable suspicions of use, post-accident, return-to-work, random and periodic. The most common test is urinalysis at the workplace or a health facility such as a clinic or doctor’s office.

While employers should encourage the benefits of a successful test, OSHA recently changed its stance on drug testing policies and safety incentives so as not to discriminate against an employee for reporting a work-related injury or illness. To make sure your testing policy aligns with OSHA requirements, click here.

Despite the many problems substance abuse can cause, employers can play an active role in creating solutions. Many employers consider their workers to be a family. It’s often stated that owners and managers strive to get workers home to their families at the end of each day. It’s in these terms that a strong drug- and alcohol-free workplace program can be communicated. This becomes part of the positive employee experience and an integral part of an already proud safety culture.

The establishment of a drug-free workplace program also has the ability to empower affected employees through education and treatment programs. With regular testing and employee identification of drug usage, many problems can be solved or prevented—effectively protecting a company’s bottom line and the safety of its workers.

by Brandon Coffee

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