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About three in four people who abuse drugs or alcohol are employed, and they do not leave those problems at the door when they arrive at work. Employers looking for program options can review resources such as Drug-Free Workplace.

According to OSHA, an effective drug-free workplace program should have five components:

Five components of an effective program

1. A Drug-Free Workplace Policy. Your policy should include a stated purpose or rationale, a clear description of prohibited behaviors, and an explanation of the consequences of violating the policy.
2. Supervisor Training. Train supervisors to understand the policy and its implications, recognize and address substance-related performance problems, refer employees to available assistance, and enforce the policy consistently.
3. Employee Education. Education should cover company-specific policy details plus general information about substance abuse, its impact on work and health, and types of available assistance. Delivery can include safety meetings, training sessions, new-hire orientation, seminars, and guest speakers.
4. Workplace Assistance. Employee Assistance Programs (EAPs) offer counseling and referrals and can reduce legal exposure by showing employer efforts to help workers who need treatment. If you do not offer an EAP, maintain a resource file listing community-based programs and helplines.
5. Drug Testing. Common tests include urinalysis, breath-alcohol, blood, hair, and saliva or sweat tests. Employers may use testing for pre-employment screening, reasonable suspicion, post-accident, return-to-duty, random, or periodic reasons. Private employers generally have latitude unless subject to specific federal regulations; many follow guidance from federal agencies and professional testing standards.

Creating and implementing a successful drug-testing and assistance program takes time and patience. For information about treatment and provider options, see Substance abuse clinics (outpatient) insurance, and if you need help tailoring a program, talk to an agent.

Frequently Asked Questions

What should a drug-free workplace policy include?

A clear purpose, definitions of prohibited conduct, testing procedures, confidentiality rules, and the consequences for policy violations are essential components.

When is drug testing typically used?

Employers commonly test at pre-employment, after accidents, on reasonable suspicion, for return-to-duty, and in random or periodic programs when justified by policy or regulation.

How can supervisors help employees with substance problems?

Supervisors should be trained to recognize performance issues, document concerns, follow policy for reasonable-suspicion actions, and refer employees to assistance resources.

What role do Employee Assistance Programs play?

EAPs provide confidential counseling and referrals, help employees get treatment, and can support workplace training and education efforts.

There is an unbendable and unbreakable law of economics that states that wealth is created in one of only two ways: people working, or money working. Many have attempted to break this law, and usually the results have violated both civil and criminal laws.

These days, everyone is anxious to put their money in a safe place. That "safe place" would preferably have low risk, competitive returns, tax advantages and be ready and waiting when the owner retires.

Does such a "safe place" exist? It was not too long ago that investors commonly sought returns in the 5%–12% range. Today, those return expectations are generally lower, even if willingness to take on risk has begun to return.

At the time of writing, yields on benchmark bonds and deposit instruments were comparatively low. For example, 10-year U.S. Treasury yields, high-quality municipal bonds and top-rated corporate bonds were all in a low single-digit range, and certificates of deposit (CDs) were paying less than they once did.

Investor concerns

• Principal safety
• Return rate
• Liquidity, or access to funds on short notice
• Flexible term, which depends on when the investor wants the money
• Tax-free or tax-deferred treatment
• Reliability and trustworthiness

Taking all of these factors into account, is there an investment that can satisfy them? Surprisingly, the answer can be yes. One instrument commonly considered is a fixed annuity.

An annuity can guarantee the safety of both payments and principal by contract to the policyholder, and it can guarantee that the owner will not outlive his or her money if the owner elects to annuitize the contract. In this respect annuities are unique among financial instruments.

Currently, credited interest on many annuities is not taxable until it is distributed, which allows capital to grow through compound interest without current tax interference. There are also products such as equity-indexed annuities that provide a guaranteed minimum rate while allowing limited participation in stock market gains.

In the final analysis, annuities can offer investors a better return than many other instruments in a low-rate environment while providing contractual guarantees and tax-deferred growth. For more general information about investing and insurance products, see Mutual Funds and Investments Insurance.

If you want personalized guidance about whether an annuity fits your situation, you can ask an agent to review your options and any trade-offs such as surrender periods, liquidity and costs.

(* Interest data from the WSJ 06/18/2010). Liquidated earnings are subject to ordinary income tax, may be subject to surrender charges and, if taken prior to age 59 1/2, may be subject to a 10% federal income tax penalty. Guarantees and payment of lifetime income are contingent on the claims-paying ability of the issuing insurance company.

Frequently Asked Questions

Are fixed annuities safe?

Fixed annuities provide contractual guarantees from the issuing insurance company, but safety depends on the insurer's financial strength and claims-paying ability.

How is interest on an annuity taxed?

Interest credited to an annuity is typically tax-deferred until distribution, at which point withdrawals are taxed as ordinary income for the earnings portion.

Can I access my money if I need it?

Many annuities have surrender periods and possible charges for early withdrawals, though some contracts include limited penalty-free access or rider options.

How do annuities compare to CDs?

CDs are bank deposits often insured by deposit insurance up to limits and may offer easier liquidity, while annuities offer tax-deferred growth and contractual lifetime income but may have surrender charges.

Overview

This article explains why required safety training matters and how failing to train employees can lead to serious injuries and legal liability for employers.

A common example: an untrained worker operating a forklift suffered major injuries after getting a foot pinned between the vehicle and stacked pallets. The incident illustrates that employers must ensure workers are trained and competent before assigning hazardous tasks.

Key takeaways

• Provide required, job-specific safety training before an employee performs hazardous work.
• Document training, testing, and demonstrated competence for each worker.
• Supervisors share responsibility to keep untrained staff from operating dangerous equipment.

How it works

OSHA and similar regulators require employers to train workers who operate specific equipment or face particular hazards.

Effective training combines instruction, hands-on demonstration, and assessment of competence. Training should be repeated when job tasks change or when a worker shows unsafe performance.

What it may cover (and what it may not)

Required training typically covers equipment operation, hazard recognition, safe work procedures, and emergency response. It may also include personal protective equipment use and load-handling limits.

Training programs do not automatically eliminate risk; they reduce it. Employers must still maintain safe equipment, supervise work, and enforce rules to prevent unsafe practices such as riding with limbs outside of controls.

Common mistakes to avoid

Assigning hazardous tasks to new hires without documented training is a frequent error. Supervisors sometimes assume informal coaching is sufficient, but regulatory standards generally require structured training and testing.

Failing to retrain after changes in equipment, procedures, or when an employee demonstrates unsafe behavior also increases risk and exposure to liability.

Questions to ask an agent

• Does my business insurance policy cover accidents caused by untrained employees?
• Will the policy respond to lawsuits alleging negligent hiring or supervision?
• Are there recommended risk-management steps I should document to help reduce premiums or claims?

Next steps

Start by auditing jobs that involve powered industrial trucks or other hazardous equipment and identify which employees need training and certification.

Keep written records of who was trained, the content, dates, and evidence of competence. Also maintain supervision guidelines so untrained staff are not put in harm’s way.

Consider resources for training and related coverage such as Driver Training Schools Insurance for vehicle-instruction operations.

If you provide workplace health and emergency preparedness training, review options like First Aid Training to ensure response readiness.

For broader training programs or seminar-style instruction, see Motivational and Training Seminars Insurance for considerations when you host public or private training events.

When you need personalized guidance, be prepared to talk to an agent who can review your exposures and suggest appropriate coverage and risk controls.

Frequently Asked Questions

Do employers have to document safety training?

Yes. Written records of training, dates, and evidence of competence help demonstrate compliance and can be important after incidents.

Can an employee be disciplined for operating equipment without training?

Yes. Employers should enforce policies that prohibit untrained employees from using hazardous equipment and take corrective action when policies are violated.

How often should forklift operators be retrained?

Retraining is recommended when a worker is observed operating unsafely, after an accident, or when equipment or procedures change.

Will general liability insurance cover injuries from untrained workers?

Coverage depends on the policy and circumstances; discuss specifics with an insurance professional to understand exclusions and options.