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.
Combined with the fact that businesses suffer related losses of five hundred million workdays and over eight billion dollars each year, this underscores that alcoholic- and drug-dependent employees create serious safety and financial risks for employers.
Today, the problems created by employees suffering from addictions are not limited to heavy machinery operators. Employees often have access to sensitive company information, and improper handling of that information can produce significant legal and financial liabilities for a business.
Common wisdom holds that alcohol- or drug-dependent workers are spread evenly across all companies, but research shows a different pattern: employees with alcohol- or drug-related problems tend to seek smaller businesses with no formal written policy prohibiting substance use. Estimates put the total population of illicit drug users at just under fifteen million, and about 77% of that group are employed. Of employed heavy drinkers, only about 17% work for companies with 500 or more employees.
To protect the workplace, the best approach is a clear, formal written policy combined with a drug- and alcohol-free program such as the Drug-Free Workplace Program. Any effective program typically includes five components: drug and alcohol testing, employee education, employee assistance, the written policy itself, and supervisor and manager training.
When companies begin setting up this program, the formal written policy should be the key element. The policy should be posted in visible locations to remind employees of responsibilities and to explain that the program is intended to protect employee safety and well-being as well as to reduce liability and lost productivity.
Supervisor and manager training is important because supervisors interact directly with employees and influence workplace behavior. Training should clarify roles: supervisors should not be expected to diagnose substance abuse, but they should learn to recognize poor performance and possible symptoms of substance misuse and to refer employees to appropriate resources, including employer-supported treatment and referrals to Substance Abuse Centers Insurance when relevant.
Employee education should explain the personal and professional consequences of addiction and the specifics of the company’s policy and program. Employee assistance programs can include referrals to treatment and follow-up care, and may connect workers with outpatient resources such as Substance abuse clinics (outpatient) insurance when appropriate.
Because drug-testing programs involve legal and procedural issues, the Department of Labor recommends getting legal counsel before implementation. For help reviewing insurance options or next steps, you can ask your agent.
The Department of Labor also provides resources through its Working Partners for an Alcohol- and Drug-Free Workforce to help employers design effective prevention, testing, and assistance practices.
Frequently Asked Questions
What should a workplace substance-abuse policy include?
A clear description of prohibited behaviors, testing rules, consequences for violations, available employee assistance, and procedures for confidentiality and appeals.
Can supervisors identify substance abuse concerns?
Supervisors should be trained to recognize performance issues and possible symptoms, but they should not diagnose; instead, they should refer employees to appropriate support resources.
Are drug-testing programs legally complicated?
Yes; federal and state laws affect testing procedures, so employers are advised to get legal counsel before starting a program.
What kinds of help can employee assistance programs provide?
Employee assistance programs can offer confidential referrals to counseling, treatment, follow-up support, and workplace accommodations while protecting safety and productivity.