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... , checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back A Subcontractor's Guide To Stopping Substance Abuse 4/30/2013 10:39:13 PM by CompleteMarkets Editor This content has not been rated yet. A SUBCONTRACTOR'S GUIDE TO STOPPING SUBSTANCE ABUSE American Subcontractor's Association Subcontractors must recognize their part of the overall workplace substance abuse problem and commit leadership and ... to address it. This includes writing a drug-free workplace policy, establishing a drug awareness program, and providing management and supervisory personnel with special training in confronting abuse. As the cornerstone of an organization's substance abuse program, the written drug-free workplace policy should state clearly that alcohol and drug use are unacceptable in the workplace and spell out the consequences for violating the policy. It also should present specific provisions regarding drug testing if testing is part of the overall program. A drug awareness program informs employees about the dangers of substance abuse and ... such as an appearance of being high or causing an accident, when workers' jobs involve the safety of co-workers, when workers return to work right after drug treatment or as a subsequent follow-up, and for all employees on a random basis. Subcontractors are advised to consult with legal counsel when formulating a testing policy to ensure compliance with applicable legal requirements. Login or Register (for FREE) to gain access to thousands of other great articles. Need more reasons to join? Need insurance for you, your business or your family ...

A Subcontractor's Guide To Stopping Substance Abuse
A SUBCONTRACTOR'S GUIDE TO STOPPING SUBSTANCE ABUSE American Subcontractor's Ass...here is reasonable cause to suspect substance abuse, such as an appearance of being hi...

... Randomly at a 50% frequency rate (25% for the aviation and railway industries) .& #160 Upon reasonable suspicion that an employee is using illegal drugs.  Prior to an employee returning to duty in a safety-sensitive position after participating in a substance abuse treatment program.  As follow-up to treatment based on the recommendation of a substance abuse professional (SAP) . All drug tests must be performed by a laboratory approved by the Substance Abuse and Mental Health Services Administration (SAMSHA) . Most SAMSHA ... will provide the materials necessary to collect the urine specimen and ship it to the lab for testing. All positive drug screens must undergo confirmation testing by gas chromatography/mass spectrometry. Employers often have to contract separately for collection. Collection can take place at a hospital, clinic, physician's office, or in the workplace. However, strict chain-of-custody procedures must be observed at all times, regardless of where the specimen collection takes place for the test to be considered valid. The DOT also requires employers to utilize the service of a ... , railway, marine, and pipeline industries. The DOT drug and alcohol testing regulations unquestionably represent one of the most complex and costly federal regulations in existence today. Most of the requirements are beyond the capabilities of many small business owners. However, the drug-free workplace consulting firm of Robert Stutman & Associates has developed a product that literally takes the hassle and the exorbitant expense out of complying with the regulations. We'll discuss this in greater depth later in this article. For now, let's examine exactly what the regulations require of you ...

...osition after participating in a substance abuse treatment program.  ...may have never considered workplace substance abuse issues, and starting a substance abuse program that includes drug and alc...

Substance Abuse Policy Saves Cash
SUBSTANCE ABUSE POLICY SAVES CASH WORKING PA...fscape's expense. He recommended that abusers use this waiting period to clean...

... provided a consultant to help draft a company policy specifically addressing the needs of the company. After it was reviewed by a lawyer experienced in drug testing, the policy was announced and explained to all employees. Following a 30-day waiting period, during which time employees with substance abuse problems were encourage to seek assistance, the policy was put into effect. Employees were aware that they were to be tested sometime after that 30-day period ended. Three walked out. Now the company conducts preemployment screening and post-accident testing, and randomly tests ten ... of its employees every month. While that averages out to roughly one test per year for each employee, there is no certainty for the odds. With these random tests you never know, ' says Albee. The computer once picked me four months in a row. No one is exempted from drug testing, not even the Albees themselves. If an employee fails a test once, he or she is referred to the employee assistance program included in the health insurance policy. The worker is then tested monthly for one year. But ... not, if there was a problem, drugs were involved. It was bad for the company, bad for the employees, bad for the customers.. We needed to do something about it, and we did. Mr. Albee contacted a drug testing laboratory which provided a consultant to help draft a company policy specifically addressing the needs of the company. After it was reviewed by a lawyer experienced in drug testing, the policy was announced and explained to all employees. Following a 30-day waiting period, during which time employees with substance abuse ...

... other disruptive events represent a continuous problem throughout the business community. Many of these threats result in significant exposure to large and small businesses. When business operations are disrupted, companies suffer both tangible and intangible losses. All Articles by CompleteMarkets Editor Comments (0 ) Confronting Substance Abuse In Small Business This content has not been rated yet. CompleteMarkets Editor 6/21/2014 12:00:00 AM Small businesses have not made the same progress as large businesses in developing drug abuse programs due to a lack of.. All Articles ... CompleteMarkets Editor Comments (0 ) Maximizing Your Pr Potential This content has not been rated yet. CompleteMarkets Editor , Steve Lawrence 4/30/2013 10:41:58 PM MAXIMIZING YOUR PR POTENTIAL by Steve Lawrence This industry needs all the good PR it can get, ' says Steve Lawrence, insurance consultant and marketing expert. And in the long run, no one d.. All Articles by CompleteMarkets Editor Comments (0 ) Measuring Customer Satisfaction This content has not been rated yet. CompleteMarkets Editor , Brenda French 4/ ... /2013 12:00:00 AM MEASURING CUSTOMER SATISFACTION by Brenda French We have found that companies must effectively manage the process of customer satisfaction to gain and retain profitable customers. However.. All Articles by CompleteMarkets Editor Comments (0 ) Turning The Tide In Your Favor This content has not been rated yet. John Graham 12/31/2014 12:00:00 AM THE BIGGEST JOB IN BUSINESS TODAY: TURNING THE TIDE IN YOUR FAVOR by John Graham Even the most self-assured and stoic among us feels the intensity of ...

... issues' as financial concerns, finding providers for child or elder care, tax issues, legal advice, organizing personal affairs, and pre-retirement planning. The information that employees share with an EAP is strictly confidential and not shared with the employer. Considering the fact that substance abuse alone costs businesses more than $120 billion a year in lost productivity, an EAP program can be highly cost effective. EAPs have led to significant reductions in use of sickness benefits, work-related accidents, Workers Compensation claims, and employee conflict. The three ... EAP providers are: Magellan ( www.magellan.com ), with 14 million total lives covered, ComPsych Corp ( compsych.com ), with 7 million total lives covered, and CIGNA ( www.cignabehavioral.com ), with 4 million total lives covered. DEPENDENT CARE SERVICE PROVIDERS Increasing demand for child and elder care has triggered the development of Dependent Care Services Providers. These firms help employers take advantage of Internal Revenue Code Section 125, which provides a tax-advantaged method for employees to pay out-of-pocket health care and dependent day care expenses. The current IRS limit for this benefit ... of them because of problems that employees face in their personal lives. Employee Assistance Programs can help. EAPs provide face-to-face clinical counseling for such issues as relationship concerns, family problems, stress, workplace problems, and alcohol/chemical dependency. These programs also provide telephone consultations and information for such life-management issues' as financial concerns, finding providers for child or elder care, tax issues, legal advice, organizing personal affairs, and pre-retirement planning. The information that employees share with an EAP is strictly confidential and not shared with the ...

... patron. Although most of the employees are between the ages of 18 and 30¾ the population at greatest risk for drug use¾ there are surprisingly few drug problems. Management is very clear about the rationale for prohibiting use of any kind of substance during work hours: You might hurt yourself or others. Its past, present, and continuing pursuit of quality in every aspect of the business accounts for the recognition of Zingerman's as the 1989 Grand Prize Retailer of the Year by the National Association for the Specialty Food ... has been a significant part of Zingerman's care for the people in its work force via bonus sharing, food and cookbook discounts, health insurance, and partial reimbursement for job-related education. The EAP also helps employees who are having personal problems that may include drug or alcohol abuse. Through a three-part process that includes consultation, evaluation, and referral, EAP counselors direct employees having problems to appropriate resources in the community. According to Zingerman's human resources coordinator, Suzanne Iott, the success of the program stems from the ability to offer employees ... help that they need. The greatest comfort we feel with the program, ' says Iott, is being able to say to an employee, Call this number and they will direct you to someone who can help you. Also, because we maintain the utmost confidentiality in offering EAP services, employees are not hesitant to use them. The cost of EAP services for all employees and their family members is currently between $3 ,500 and $4 ,000 a year and is paid by the company. The EAP came into being through ...

...loyer. Considering the fact that substance abuse alone costs businesses more than $120...