https://completemarkets.com/company/CompleteMarkets/Articles/content-package/IMMS-Library/TabCategory/article-post/1496/SUBSTANCE-ABUSE-POLICY-SAVES-CASH/
... had my head buried in the sand. I saw it in the news, read it in the paper, but figured it was spacefiller. But Moland, owner of Turfcare Landscape, Inc., in Chandler, Arizona, whose motto is we sell our TLC, ' had substance abuse problems in his work force. Problems surfaced when an irrigation worker submitted to a drug test and tested positive for marijuana, cocaine, and amphetamines. Moland was also informed of occasional on-the-job marijuana smoking by some employees. Clearly, the failed drug test was not an isolated incident. Moland contacted a drug-testing firm, which provided a consultant to assist in drafting a written policy. He then called a general meeting to explain the policy and announce that it would go into effect after a six-week period. The drug ... easier on the equipment. It lasts longer as a result of better care, reducing both maintenance and replacement costs. In fact, in the four years following the initiation of drug testing, Turfscape has had no vehicular accidents. A similar reduction in industrial accidents has netted Turfscape discounted workers' compensation costs. Because of the program's success, Moland was able to negotiate a 10% discount on general liability insurance. Employee performance has improved as well. Tardiness and absenteeism are no longer a problem, and employee morale and attitude are exceptional. If I couldn't have my drug-free workplace program, ' says Moland, I'd just lock up my doors and go out of business. Contact: Jerry C. Moland, General Manager, Turfcare Landscape, Inc. 16804 South 54th Street Chandler, Arizona 85226 ( ...
https://completemarkets.com/company/CompleteMarkets/Articles/content-package/IMMS-Library/TabCategory/article-post/1540/Drug-Free-Workplace/
... questions will help you get started: Who will you test? (Only applicants? All employees? Only employees in safety-sensitive positions?) When will you test? (After all accidents? Only after some accidents? When performance becomes unacceptable? When an employee behaves abnormally? On a random basis? As part of a physical examination?) For which drugs will you test? (Only for marijuana and cocaine because they are the most commonly used illegal drugs? For all illegal drugs? For alcohol? For prescription drugs that may affect work performance?) How frequently will you test? (Weekly? Monthly? Once a year?) (What will you do if an applicant tests positive? (Refuse to hire? Tell the applicant why you are not hiring him or her? ... employees at all levels. Working together will build support for the policy you will develop. Use the following guidelines to focus discussions: What your policy should do: Let employees and applicants know that drug and alcohol use on the job, or that affects job performance, is not permitted. Explain why you are establishing the policy (workplace safety, worker health, product quality, productivity, public liability, etc.) . Tell employees what will happen if they violate the policy. Additional points you may want to consider: Outline your policy on the use of alcohol at company-sponsored activities. State your position on drug testing and, if you test, the consequences of a positive test result. Describe the responsibility of an employee with a drug or alcohol problem to seek and complete treatment. ...