According to statistics from the United States Department of Labor, 40% of industrial fatalities and 47% of individual injuries received on the job are due to intoxication from alcohol. This combined with the fact that businesses suffer related losses of five hundred million workdays and over eight billion dollars each year underscores the fact that alcoholic and drug-dependent employees are very dangerous for businesses.
These unfortunate laborers drain the economy of much-needed growth and productivity. Today, the troublesome situations created by employees suffering from addictions do not just apply to the usage of heavy machinery; employees also have access to sensitive information about the company, and mishandling that information can create significant liabilities for employers.
The prevailing wisdom about alcoholic or drug-dependent employees is that they can be found in businesses of every size and more importantly every kind. Research actually reveals a different picture: employees with alcohol- or drug-related problems tend to seek out smaller businesses with no formal written policy prohibiting drug or alcohol consumption. The total population of illicit drug users is estimated to be just under fifteen million, and of those, 77% are employed.
Of heavy drinkers who are employed, just 17% work for companies that have employee rosters of five hundred or more. Therefore, the best way to protect the workplace from alcoholic and drug-addicted employees is to instill a strict company policy against substance abuse combined with a Drug-Free Workplace program.
Every program must include five core components to succeed: Drug and Alcohol Testing Insurance, employee education, employee assistance, a clear written policy, and supervisor and manager training. Testing programs and clear policies help set expectations and provide objective tools for enforcement.
The formal written policy should be prominently displayed and written in clear, understandable language. It must describe prohibited behaviors and the consequences for engaging in those behaviors, and it should explain that the program exists for employee safety and well-being as well as to limit profit loss and liability resulting from employee injury.
Supervisor and manager training is necessary because supervisors directly influence the workforce. Training should make a distinction between observing performance issues and diagnosing substance abuse; supervisors should learn to recognize poor performance and possible symptoms of substance use and to refer employees to help when appropriate.
Employee education should explain the personal and professional consequences of addiction and the specifics of the company’s policy and available assistance. Employers should offer clear referral paths and connections to treatment resources, including local treatment providers and Substance Abuse Centers Insurance options when treatment is needed.
Because drug testing raises legal and privacy questions, the Department of Labor recommends obtaining legal counsel before implementing a testing program, and it offers resources to help employers design compliant programs. If you need guidance implementing a workplace program or policy, talk to an agent.
Frequently Asked Questions
How common are workplace injuries related to alcohol and drugs?
Data from federal sources indicate a significant portion of workplace injuries and fatalities are associated with alcohol impairment, making prevention important for safety.
What are the essential elements of an effective drug-free workplace program?
An effective program typically includes a clear written policy, education, supervisor training, employee assistance and a sound testing process.
Should employers require legal review before starting drug testing?
Yes. Because testing and disciplinary steps can have legal implications, it's advisable to consult legal counsel to ensure compliance with applicable laws.
How can employers help employees who are struggling with substance use?
Employers can provide confidential referrals to counseling and treatment, offer employee assistance programs, and connect workers with appropriate local treatment resources.