Drug Policy Recommendations for the Workplace

Every firm's Human Relations department needs to get involved and create (1) a new company HR bulletin explaining that drug sales and/or use will have zero tolerance; (2) the company, given legal advice (and union cooperation where and when necessary), will institute mandatory drug-testing for all prospective new hires, and random drug testing for all employees' (3) company policy regarding both drugs and alcohol consumption will be published, and given to every employee who will sign upon receipt. This new company policy needs to focus on the following:

1)the cost of drug use in terms of productivity, absences, illness, and inability to perform adequately on the job, endangering self and other members of the team.

2)Zero tolerance for anyone caught selling drugs

3)Help offered to drug users and/or abusers who are willing to seek treatment, rehab, and help.

4)The legality of random drug testing to assure compliance. Our research has discovered that "companies using drug testing send a strong message that they support non-drug-using employees' remaining drug free and encourage occasional drug users to stop.

With the supervision of HR, we recommend an effective Employee Education and Testing program. Brochures and even video tapes are available from local community organizations. This program must "(a) protect the confidentiality of all employees, (b) ensure accurate testing and objective review (c) obtain legal review of the testing process, and (d) ensure continuing good communications" (Rhodes 1998 137).

According to our research, when it comes to testing, there are both national and local companies specializing in medically-approved and supervised drug testing. "You could go to a company like Tankel Strang Haynes…You could get in touch with any number of local Employee Assistance Programs (EAPs). These programs are often affiliated with hospitals. And the people involved have experience dealing with substance abuse problems" (Karol 1990 101). DrugFree America Association may offer grants to help pay for testing, if not fully. Lab costs are $37 per employee.

As for paying for testing, "normally, employers pay for drug tests. Sometimes employers require the employee to pay for the test…. If employees are expected to pay, this should be stated in the written policy. The cost of a drug test at a DHHS-certified laboratory will vary depending on the services provided and the geographic location" (Anon 2002 1). We need to check if DrugFree America Association can give us a grant. Our research shows that, if employees pay for the drug test, and the test results are negative, they are reimbursed. Nevertheless, what budget is developed should come from HR budget, even if it means a hiring freeze in that department to cover testing and $4,000 for publication costs.

CITATIONS:
Karol, M.: "The laws of being high" here's how you, the employer, can help stop the madness" Graphic Arts Monthly,. Vol. 62, n. 9, Sept. 1990

Rhodes, D. "Drugs in the Workplace" Waco TX: Occupational Health & Safety, v. 67, n. 10, Oct., 1998 pp 136-138

No author listed: "Drug-Free Work Place: Drug Testing"
New York State Office of Alcoholism & Substance Abuse Services
www.oasas.state.ny.us/pio/publications/pg2.htm

Also:
DrugFree America Foundation, A project funded by the U.S. Small Business Administration, (www.dfaf.org)