The National Clearinghouse for Alcohol and Drug Information
A service of SAMHSA (http://www.health.org/govpubs/workit/index.htm)
Department of Health and Human Services
Public Health Service
Substance Abuse and Mental Health Services Administration
Center for Substance Abuse Prevention
How to Use This Kit
The Drug Free Workplace: A Guide for Supervisors and Managers
Employee Fact Sheets
#1 Why Have Drug-Free Workplace?
#2 You Can Contribute to a Drug-Free Workplace
#3 Is Someone You Care About in Trouble?
#4 Why All the Fuss About Drugs
#5 Drug Testing: What Does it Mean to You?
#6 What Parents Need to Know
#7 Alcohol, Tobacco, and Other Drugs - Making Prevention Work
Employer Fact Sheets
Employer Tip Shee
#1 Why Should You Care About Having a Drug-Free Workplace?
#2 The Components of a Drug-Free Workplace Program
#3 Hallmarks of Successful Drug-Free Workplace Programs
#4 Drug-Free Workplace Programs: Are they Worth the Time?
#5 Creating a Drug-Free Workplace Policy
#6 Employee Education
#7 Supervisor Training
#8 Employee Assistance Programs
#9 Drug Testing
#10 Outside Help and Consultants
#11 Avoiding Problems With Alcohol, Tobacco, and Other Drugs
#12 Evaluating Your Program
Creating a Drug-Free Workplace: When the Issue is Safety
Creating a Drug-Free Workplace: When Service Is Your Business
How to Use This Kit
Alcohol and other drug abuse is one of the most serious health problems affecting employers today.
The costs are staggering -- more than $100 billion a year in accidents, lost productivity, and related
problems.
For smaller businesses in particular, one serious accident or one troubled employee can create major
problems. The cost of one employee’s alcohol or other drug abuse can be devastating.
In worksites across the country, employers are looking for practical ways to address alcohol and
other drug abuse. Employers also are concerned about meeting the health needs of their employees
and controlling the costs of health care and Workers’ Compensation. Most importantly, employers
are asking for clear, simple steps for planning effective drug-free workplace programs.
The Purpose of the Kit
This kit offers guidance, specific strategies, and easy-to-follow steps for creating a drug-free
workplace program or for enhancing an existing one. It was designed for owners and managers in
businesses of all sizes, but especially smaller businesses. Often, these organizations do not have the
resources to support employee health programs. The kit suggests low-cost approaches for a health
program geared to alcohol and other drug abuse.
This kit should be especially helpful for employers who don’t have much time to develop a
program. They will find what many employers said they need: immediate, practical answers and
easy-to-use materials.
Two kinds of experts contributed to the development of this kit:
• Specialists in drug-free workplace policy development, employee assistance programs (EAPs),
and alcohol and other drug abuse prevention.
• Business owners and managers -- the people who are on the front line every day and who have
dealt with the problems that come with employee alcohol or other drug abuse.
The advice and issues addressed in this kit came from employers who already have successful drugfree workplace programs, as well as from employers who would like to start one. Line staff and
supervisors also contributed to the development of the kit.
Using the Materials
The following are simple steps for using this kit successfully:
1. Read all of the information in the kit before deciding about the type of program that is right for
your organization.
2. Share the materials with others in your organization who can help with starting the program.
Consider including senior managers, department heads, and employee and union
representatives.
3. Make copies of the materials you plan to distribute. For example, all senior managers may need
copies of the Supervisor’s Materials, and all employees may benefit from having copies of the
Employee Materials.
4. Think about other help and resources that might be useful. For example, space is provided on
each of the Employee Fact Sheets to add local resources such as phone numbers of alcohol and
other drug treatment programs or counseling services.
5. Display the enclosed posters and decal in your organization, or give them to a designated
manager or supervisor to post. Space is provided on each poster to include the phone number for
your employee assistance program, if you have one, or of someone in your company who is
designated to assist with health problems.
Any or all of the materials in this kit can be photocopied and distributed to employees or adapted to
meet the specific needs of your organization.
While the kit contains information for creating a comprehensive program, you may decide that it is
better to develop your program in phases over time rather than trying to accomplish too much at
once. The important step is to make the decision to begin.
You can make a difference. What you do today can make your organization healthier, safer, and
more productive in the future.
This kit was prepared under Contract Number 277-92-2106 by
Cygnus Corporation. Graphics by CSR, Incorporated.
Employer Materials
The Employer Materials provide an overview of the components of an effective program -- from the
rationale to the nuts and bolts of implementation. This information can help you decide what steps
to take, the kinds of people to involve, and how to begin. It is important to keep in mind that there is
no one right way to organize a drug-free workplace program. What’s right is what works for you
and your organization.
Employee Materials
Employee education makes a program successful. The Employee Materials include a series of fact
sheets that can be distributed, over time, as part of a continuing employee education effort. The fact
sheets highlight the importance of a drug-free workplace, the effects of alcohol and other drugs on
both job performance and family, and the health consequences of alcohol and other drug abuse.
Employers can use the fact sheets as paycheck stuffers, memos, home mailings, or as part of
scheduled training sessions. It is important to review these materials carefully before deciding how
to use them.
Supervisor Materials
Supervisors have day-to-day responsibility for monitoring employee performance. They can be an
early warning system for spotting performance problems that could be due to alcohol and other drug
use. Supervisors or managers can implement the organization’s drug-free workplace policy and
make sure troubled employees find the help they need.
The Supervisor Materials in this kit answer basic questions about drug-free workplace programs.
They clarify the supervisor’s role and responsibilities and offer suggestions for dealing with
difficult situations. Supervisors will find a commonsense approach to good management. In some
organizations the employer and the supervisor are one and the same. The Supervisor Materials are
designed to assist people in both roles.
Department of Health and Human Services
Public Health Service
Substance Abuse and Mental Health Services Administration
Center for Substance Abuse Prevention
(http://www.health.org/govpubs/workit/index.htm)
Introduction
This guide will provide you with the information you need to improve the productivity of your staff
and protect their health and safety by tackling problems that may arise from alcohol and other drug
abuse at your worksite.
This guide is designed to make your job easier. It can be scary and tough to think about addressing
alcohol and other drug use among the people you work with. But you don’t need to be scared, and
you don’t have to be tough. Addressing alcohol and other drug abuse in the workplace is first and
foremost a conduct and performance issue -- an employee who uses or abuses alcohol or other drugs
on the job may at some point be an employee whose performance goes downhill. You will see it -and this guide tells you how to deal with what you see.
To ensure that you have the best possible advice, the development of this guide involved
discussions with supervisors, foremen, stewards, and managers across the country. You will find, as
a result, a clear description of your role in a drug-free workplace program and the steps you can
take to make sure the program is successful. In short, it is a guide to help you be the best manager
or supervisor possible when handling job performance problems.
Your Responsibilities
As a supervisor, you have three main responsibilities within a drug-free workplace program:
1.
Know Your Organization’s Policy
Review your organization’s written drug-free workplace policy. If you don’t have a copy, ask your
employer for one. Become familiar with what the policy permits and prohibits and the penalties for
violating the policy.
2.
Be Prepared to Explain the Policy to Employees
As a supervisor you may be asked to explain the drug-free workplace policy to other employees. Be
prepared to answer questions. Most of your employees will welcome a drug-free workplace
program, but they will all have questions in the beginning. Below are examples of questions that
you may be asked:
What drugs are not allowed?
Is alcohol allowed?
What actions/behaviors are not allowed? (sale, use, etc.)
What happens if someone violates the policy?
Are we going to be drug tested?
How accurate are drug tests?
What happens if I refuse to take a drug test?
What happens if someone tests positive?
Is counseling or treatment available? Will insurance pay?
How is my union involved?
It is best to be ready with answers. If your organization’s policy does not address these and other
possible questions, ask your employer for the answers. If all questions can be answered, it will help
employees to accept and respect the program.
3.
Know Your Role
You are in a unique position to play a major part in a successful drug-free workplace program. You
will need to know how to identify and address employee job performance problems. Always keep in
mind that while some problems may be related to alcohol and other drugs, others are not.
As a supervisor, your role is to observe and help improve employee job performance, to document
work problems and successes, and to effectively implement your organization’s policies and
programs.
You are not expected to diagnose alcohol or other drug abuse or to provide treatment or
counseling services to employees with job performance problems.
Rather, your role is to conduct evaluations of job performance problems.
Some organizations will have a formal employee assistance program (EAP). This means that there
is a counselor available who is trained to assess the cause of employee job performance problems
and offer assistance. If your organization has an EAP, find out how to refer employees with job
performance problems to that service. Talk to your employer to make sure you understand what is
expected of you -- when it is appropriate to refer an employee to the EAP and the procedures to use.
Knowing your role in the organization’s drug-free workplace program will help you work well as
part of the team.
How to be Part of a Successful Drug-Free
Workplace Program
The following action steps can help you identify and handle employee job performance problems.
Be Attentive
The sooner a problem is identified, the sooner it can be corrected, especially when dealing with
alcohol and other drug abuse. It is important to remain alert to any and all job performance
problems such as:
•
rising accident rates
•
increased absenteeism or tardiness
•
decreased productivity
•
deteriorating coworker relationships.
Although these problems can arise for many reasons, including a variety of personal problems, they
may also be signs of alcohol or other drug abuse. Don’t make assumptions about the reason for a
problem: your job is to be aware of problems on the job -- and to make sure that tasks are
completed, deadlines are met, and things are running as smoothly as possible. Staying aware of
what is happening in your work environment is the first step to doing an excellent job.
Observe
Suppose you see changes in an employee’s
work patterns or performance . . . watch more
closely. For example, you know an employee is
making a habit of arriving late, calling in sick a
lot, or having mood swings. Has there also
been a drop in productivity or an increase in
accidents? Remember, it is not your job to
figure out the cause of the problem. Your job is
to observe employee behavior and determine
the effects of those behaviors on job
performance.
Changes in behavior may be related to alcohol or other drug abuse; they also may be the result of
something else, such as a medical problem like diabetes or high blood pressure. Slurred speech or
dizzy spells can be a sign of someone who is high, in need of insulin, or has had a stroke. It is
important to call for help if you believe a situation may result in harm to yourself or others. Keep
emergency numbers on hand, such as building security and your medical department or EAP.
Document
Job performance problems and other work-related conduct need to be documented. This means a
written record should be kept that explains what you see. It should include the names of persons
involved, the time, the date, what occurred, names of witnesses, and what actions were taken.
Documentation should focus on job performance and should not include your opinions.
The box to the right shows how you might use a standard form to document problems with work
conduct. A similar form should be used to track job performance and attendance over time.
Consistent and objective documentation of performance and conduct is critical when doing
employee evaluations.
Address Job Performance Problems
Once you have documented the job performance problem, you should meet with the employee to
discuss what you have seen. Make an appointment at a time and place when you think you will be
relaxed and able to discuss the problem without distractions. When job performance problems
occur, it is especially important to treat the employee with respect. Your job is to address the
performance problem and encourage improvement, not to judge the employee. Be relaxed and
maintain a nonjudgmental attitude; this will help keep the lines of communication open, solve the
problem, and maintain good management-employee relations.
Many supervisors report that starting a conversation with an employee about a performance
problem is often the most difficult step. You may feel unsure about what to say or how to say it. Or
you may find yourself wanting to avoid the discussion altogether. The information that follows will
help you take the first step.
How to Begin and End a Conversation
Supervisor:
Sarah, I want to talk with you about my observations regarding your work. You have been a
good employee in the past, but lately I’ve noticed changes in your work performance. I want
to make you aware of my concerns and hear from you as well, because it is important that
you correct the problems as soon as possible.
Employee:
Well, I’ve just been tired lately . . . I know I’ve been late a couple of times.
Supervisor:
(Refer to specific documentation of Sarah’s job performance in the past month). Actually,
you have been late 10 times in the last month, your productivity is down 25 percent, and you
have called in sick 3 times in the past 3 weeks, always on a Monday or Friday. Has anything
about your job changed that could explain these problems?
Employee:
What do you mean?
Supervisor:
For instance, are you having trouble with a specific job-related task or routine or with a
coworker relationship that would cause you to be late or cause your productivity to be
down?
Employee:
I don’t think so. I mean there are certain people I don’t really get along with, but that’s not
what makes me late. I’ve been having problems at home. I guess it has been affecting work
more than I thought. I get the message. I’ll try to do better.
Supervisor:
Sarah, it is important that your work performance improve. I will give you 2 weeks to
correct the behaviors I mentioned before taking further disciplinary action. In the meantime
I will remind you that the employee assistance program is available to you if you need help
with personal problems that are affecting your job performance. When we meet again 2
weeks from Thursday, we will review your job performance again. Between now and our
next meeting I expect you to be present at work and on time every day. If your attendance
and tardiness do not improve, we will discuss further disciplinary actions.
Note for Supervisor: (Further disciplinary action may include referring the employee to the
EAP again, or to some other source of help in the community. Again, it is important that
you follow the guidelines established by your employer as to how you should handle
referrals.) It also is essential that you prepare a written summary of this meeting that
includes the followup plan you made with the employee, then conduct the followup as
scheduled.
What to do if the Conversation Goes Off Track
Employees often become defensive when their supervisor draws attention to a job performance
problem. The employee may cry, show anger, or make excuses to take the focus off the real issue -job performance.
When an employee becomes defensive, it is especially helpful to stay focused on job performance
and conduct. While it is important to be understanding, it is not your job to counsel the employee
about his or her personal problems. The goal of your meeting is to discuss and find solutions to the
job performance problem.
Barriers and How to Handle Them
Confronting an employee about a job performance or conduct problem is not easy. No one can tell
you how an employee will respond. Sometimes an employee may become upset with you, hoping
this will make you back down from the confrontation.
Being aware of potential barriers is the best way to decrease the chance of a negative reaction. The
information below provides guidance for how to respond to some of the most common barriers.
Barriers That Arise When Addressing Employee Problems
Denial
The employee denies that problems exist and insists that the supervisor or someone else
in the company is out to get him or her.
How To Respond:
Stay calm. Have at hand documentation of the employee’s job performance and/or
conduct and keep the conversation focused on performance issues.
Threats
The employee threatens you or the organization.
"If you push me, I’ll go to an attorney . . . make a scene in the plant . . . quit here and
now . . . ."
How To Respond:
Remind the employee that he or she may do whatever he or she chooses; however, as a
supervisor your responsibility is to uphold the organization’s policy and find a solution
that will help both the organization and the employee. If you think you are losing your
objectivity or need help to resolve a conflict with a defensive employee, seek the help of
another supervisor or manager.
Rationalization
The employee tries to avoid the issue by making excuses.
"If this job wasn’t so stressful, I wouldn’t be making so many mistakes and wouldn’t be
late so often."
How To Respond:
Stay focused on work performance. Avoid being distracted by excuses; let the employee
know that help is available.
Angry Outburst
The employee becomes angry. He or she may cry, yell, or scream. This emotional
outburst is intended to scare off the supervisor and cause him or her to drop the whole
affair.
(In a shouting voice with arms raised) "How dare you accuse me of being late to work
and not getting my deliveries made on time!"
How To Respond:
Do not react! Wait until the employee has run out of steam and then continue where you
left off; keep the focus on performance issues. If the employee continues to carry on,
reschedule the meeting.
Be Consistent
Regardless of your personal relationship with an employee, it is important to treat each person the
same when addressing job performance and/or conduct problems. This is not always easy to do. By
following your organization’s procedures, you avoid playing favorites. This protects you from being
accused of discrimination and can help your relationship with the people you supervise.
Maintain Confidentiality
All discussions of an employee’s job problems should be held in private. No one else should be able
to hear the conversation. If employees choose to tell coworkers about their private concerns (e.g.,
results of a drug test), that is their decision. However, when an employee tells you something in
confidence, you are obligated to keep it between the two of you.
Be "up front" with the employee at the beginning of the meeting. If your employer requires that you
report what will be said, it is important that you inform the employee before you begin the meeting.
Although not a common problem, you could be sued if you disclose what is said in the meeting
without the permission of the employee. Respecting employee confidentiality is critical to
developing a trusting relationship with the people you supervise.
Followup
Taking followup action is a key part of your role in your organization’s drug-free workplace
program. Followup means that you continue to observe and document the employee’s job
performance and conduct. Followup ensures that the employee keeps to the agreement and that
improvements are made. Before your followup meeting(s) with the employee, review the
employee’s progress and decide what steps to take from there.
If the employee’s job performance and/or conduct has improved, no further disciplinary action
needs to be taken. However, you should continue to monitor his or her progress until you are sure
the performance problem is resolved completely.
If job performance or conduct has not improved as agreed, or if the employee refuses to
acknowledge or correct his or her behavior, document these events and tell the employee the actions
that you will take next. Inform the employee that help is available. Use the resources listed at the
end of this guide and on the Employee Fact Sheets for referrals and/or refer the employee to the
EAP.
You may not know if an employee is in treatment for an alcohol or other drug problem. However, if
an employee tells you that he or she is seeking help, support the recovery process but do not
"enable." Read Employee Fact Sheets #2, #3, and #4 that came with this guide to learn about
addiction, enabling, and recovery.
Note: Being in treatment is not an excuse for poor job performance. Your responsibility is to make
sure employees do a good job. Protect yourself and the employee’s rights by consistently following
your organization’s disciplinary procedures if an employee’s job performance or conduct does not
improve.
Other Issues
Reintegrating an Employee After Treatment
Returning to work after or during treatment for alcohol and other drug abuse can be stressful. You
can help lessen this stress by assuring the employee that you will maintain confidentiality and by
carrying on with business as usual.
Employees who return from inpatient treatment or who are enrolled in any type of outpatient
treatment program need to know that they will be held accountable for their job performance and
conduct. Clear guidelines should be established regarding how the employee’s progress will be
monitored. For instance, the employee needs to be informed about periodic followup reviews, drug
testing (if applicable), and in general, how your organization will handle his or her return to work
(if the employee was away at an in-patient program).
You may or may not know if an employee is attending an outpatient treatment program. Most
employees are able to maintain a regular work schedule while receiving treatment during nonwork
hours. However, sometimes employees will need time off from work to pull themselves together
physically, even if they are not hospitalized. If an employee attends an inpatient treatment program,
an intensive day treatment program, or any other type of counseling that will interfere with his or
her regular work hours, you may need to know more about the situation, such as when and for how
long the employee will be away from work.
In 1992 the Americans With Disabilities Act (ADA) became law. There are certain provisions ==
"reasonable accommodations" -- with which employers must comply when an employee is in
treatment for alcohol or other drug addiction. The ADA defines "reasonable accommodation" to
mean, at least, a flexible work schedule so employees can attend treatment-related meetings (e.g.,
aftercare, support groups, counseling sessions). For more information about the ADA, call 1-800669-EEOC.
It is important that you understand what the employee needs as well as what your employer expects
of you in this situation. You will want to be able to support the employee as he or she resolves any
performance problems, but you must also ensure that your employer’s expectations are met and that
you follow your organization’s policy.
Back-to-Work Conferences
If the supervisor has been informed about an employee’s inpatient or intensive day treatment
process, a back-to-work conference is often scheduled at the time an employee is discharged from
treatment. This meeting usually includes the employee, his or her counselor, and the supervisor or
another company representative. Sometimes a union representative will want to be included in the
meeting, if applicable.
The purpose of a back-to-work conference is to ensure that the employee knows the employer’s
expectations once the employee returns to work. These expectations are often explained in a written
contract that the employee signs. The recommendations of the treatment center staff are usually
incorporated into the contract to ensure that the employee continues to stay free of alcohol or other
drugs.
Union Agreements
If you are subject to a collectively bargained agreement, you will need to comply with that
agreement. If you are unsure of the terms as they relate to your drug-free workplace program and/or
your role, ask your employer or business agent to explain this to you, or obtain a copy of the
agreement.
Your Beliefs About Alcohol and Other Drug Abuse
Despite the fact that the American Medical Association defined alcoholism as a treatable disease in
the early 1950s, many people still believe that people with alcohol and other drug problems drink
out of brown paper bags, live on the streets, and/or cannot hold a job. These beliefs are myths. Most
alcohol and other drug abusers have nice homes, steady jobs, and do not drink out of brown bags.
As a manager, it is important to be aware of your own beliefs about alcoholism and other drug
problems so that they do not interfere with your job. As with any other managerial responsibility,
personal beliefs and prejudices will need to be put aside. Employee Fact Sheets #1 through #4 are
designed to provide information about alcohol and other drug abuse and addiction to help you be
objective when dealing with an employee who has an admitted alcohol or other drug problem.
Employees Who Report to Work Unfit For Duty
If you are not sure how to manage an employee who reports to work unfit for duty, ask your
supervisor for advice and follow your organization’s policy. In general, it is advisable that you have
two management staff members verify that the employee is not fit to do his or her job. Document
the conduct problems as objectively as possible. If there is a human resources or safety person in
your organization, he or she should be notified and consulted about the situation. If all of the
management personnel involved decide that the employee is not fit to do his or her job, the
employee should be sent home via public transportation or with a family member, or be escorted
home by another staff member. Do not let the employee drive home if he or she is not fit to perform
the job. The manager should then decide, based on the organization’s policy, the disciplinary
actions that should be taken.
Alcohol or Other Drug Abuse of a Boss or Supervisor
Alcohol and other drug abuse and addiction are serious illnesses that affect people in all walks of
life, in all types of jobs, and of all ages. The issue is especially touchy when it is your boss who is
having a problem with alcohol or other drug abuse. Handling alcohol or other drug abuse of an
employer or another supervisor requires careful thought, and your response will depend on your
relationship with him or her.
It is not advisable to confront the situation on your own. Seek the help of another manager or a
professional who can advise you about your options, or ask for help from your company EAP.
Some addictions professionals are trained to help family members and friends learn about
intervention -- a structured form of offering assistance. An addiction treatment center in your
community probably has a staff member who is trained to do intervention. Employee Fact Sheets
#2, #3, and #4 contain information about addiction and recovery that may be helpful.
What to do if You Find Illegal Drugs at Work
Use caution. Review your organization’s policy to see if guidelines have been established for how
to handle these situations. Do not discard or transport the drugs yourself. Seek the help and
guidance of another supervisor or manager. Contact your local police department.
Following is a list that will help you find resources in your own community.
Resources
National Clearinghouse for Alcohol And Drug Information:
1-800-729-6686
Provides free or low-cost pamphlets, posters, and videos about alcohol and other drugs.
The Center for Substance Abuse Prevention’s (CSAP) Workplace Helpline:
1-800-WORKPLACE
Answers questions related to alcohol and drugs in the workplace and provides assistance to
supervisors and managers regarding employee job performance problems that may be related to
alcohol or other drug abuse.
The Center for Substance Abuse Treatment’s (CSAT) Drug Information, Treatment, and
Referral Hotline:
1-800-662-HELP
1-800-66-AYUDA (Spanish)
Provides confidential information and treatment resources in your area.
Public Library
Provides information about alcohol and other drugs.
Local Health Department
Usually offers information about alcohol and other drugs and may provide treatment (look in the
Blue Pages of your telephone book). There are different types of treatment available (see Fact Sheet
#2). Some health departments sponsor seminars and workshops.
Community Hospital/Drug Treatment Program/Community Mental Health Center
Usually can answer questions or give written information. An addiction treatment program is
usually the best place to call. Look up "alcohol" or "drugs" in the Yellow Pages of your telephone
book to find a treatment center in your area.
Trade or Professional Association
Sometimes provides information on alcohol and other drug abuse prevention specific to your
workplace. Many associations now provide drug-free workplace information to members.
Self-Help Groups
Provide help with problems of all kinds. The most well known is Alcoholics Anonymous. Narcotics
Anonymous is for people with problems with other drugs. Other groups include Smokers
Anonymous, Gamblers Anonymous, Debtors Anonymous, and Overeaters Anonymous. There are
also groups for friends and family members of abusers. Examples of these groups include Al-Anon,
Alateen, and Adult Children of Alcoholics (ACOAs).
The telephone numbers for these groups can be found in the Yellow Pages of your telephone book.
Read Employee Fact Sheets #2 and #3 to learn more about these groups.
Do’s and Don'ts For Supervisors
DO:
prepare what you are going to say ahead of time. Have a plan and stick to it. Say what you have to say
directly and clearly.
find a place to meet that is private. What is said in the meeting must be kept confidential.
focus on job performance and conduct -- not on suspected alcohol or other drug abuse, mental illness, or
any other potential reason for performance problems.
present written documentation of the job performance and/or conduct problems (late reports, absences,
lower productivity, accidents, trouble with coworkers).
treat all employees the same. Don’t let age, seniority, friendship, or sympathy affect your evaluation or
allow you to make exceptions for some employees and not others.
use a formal yet considerate attitude. If the interview becomes too casual, it will lessen the impact of
your message.
state your expectations for improved performance and/or conduct and what will happen if the
expectations are not met within a specific period of time. Offer suggestions for improving performance
and/or conduct.
offer available resources (EAP, hotlines, etc.) to help employees get back on track if they say they are
having personal problems.
arrange for a second meeting to evaluate progress or to discuss disciplinary actions, if necessary.
DON’T:
try to diagnose the cause of the employee’s job performance or conduct problem.
be distracted by tears, anger, or other outbursts. (Stay focused on job performance and conduct.)
moralize or judge the employee.
cover up for the employee or accept repeated unlikely excuses.
back down. (Get a commitment for improved job performance and conduct.)
threaten discipline unless you are willing and able to carry it out.
argue with an employee. If the employee becomes resistant, reschedule the meeting instead.
Employee Fact Sheet #1
Why Have a Drug-Free Workplace?
It’s Important to Our Organization!
. . . Having a drug-free
workplace protects
our health and safety.
. . . Employees who are free of
alcohol and other drugs have
fewer accidents, make fewer
mistakes, and are more
productive.
The Tragedy of Substance Abuse
At Least Five Dead and 150 Hurt as Subway Derails
On August 28, 1991, a New York subway operator crashed his train near a station in lower
Manhattan. Five people were killed and 215 others were injured. The operator admitted that he had
been drinking prior to the crash. After the crash his blood alcohol content was .21, over twice the
legal limit in New York.
People Who Drink and Drive . . . and Kill
A young electrician had just returned from attending a marriage class with his fiancé. He stepped
out of his truck and was struck and killed by a car speeding down the wrong side of the street.
When police caught the driver, they discovered that he was drunk. The driver, a 27-year-old
engineer, had a history of drunk driving and had been driving without a license since it was revoked
in 1986.
Two People Tell Their Story. . .
"I never thought I’d become addicted to
drugs! My husband and I tried cocaine at
a party 3 years ago. Within 2 months we
were using $3,000 worth of crack a
month. To get enough money to support
our habit, we cooked crack at home and
my husband sold it on the street. We
would come home from work and smoke
until 2 or 3 a.m. When I got to work I’d
spend half an hour in the bathroom
pulling myself together. It was my boss
who finally confronted me, pointed out
the problems I was having on the job,
and suggested that I seek help."
Mary, age 32
"Before I stopped drinking I never went any place
where alcohol wasn’t served. I didn’t go to the movies
or out with friends. I always seemed to have problems
with people at work, and I couldn’t wait to get home
so that I could have my first drink of the evening. I
knew I was hurting the people I cared about, but I
didn’t want to admit that I had a problem. One night a
year ago, my daughter had a party for a group of her
high school friends. I got drunk, made a fool of
myself, and embarrassed my daughter. That was a
Friday evening. On Monday I checked myself into a
treatment center. Being sober has really changed my
life: I have more friends, I spend time with my
children, and I get along better with my coworkers."
Steve, age 50
Someone in Your Workplace May Have an Alcohol or
Other Drug Abuse Problem . . .
The patterns listed below may be signs that a coworker has a problem with alcohol or other drugs.
Do you see someone you know?
Work Habits
William used to be a very organized worker. His work was always neat and on time. Lately,
William’s desk is a mess, his work is sloppy, and he misses deadlines.
Absenteeism
Juanita was always an engineer you could count on -- always there and on time. For the past month,
she’s been coming in late more often and she’s missed a lot of days.
Accidents
Leroy used to have a good safety record. Over the past 2 months, he’s been to the company nurse
three times, and his supervisor has reported him for safety violations.
Complaints
Linda owns a small but growing landscape company, and she’s had to hire a lot of new people.
Lately, customers have complained about two new employees who go off at lunch and don’t seem
to do much in the afternoon. Everyone else is picking up the slack.
Productivity
Franco used to be a good salesman. Over the past year his sales have gone way down and he has
missed meetings.
Mood
Tawana is a bank teller who was always well liked by her coworkers and customers, but lately she’s
become more and more moody and hard to work with.
Crime
Ann owns a small machine shop. This past weekend the shop was broken into and tools and
equipment were taken. Two of Ann’s employees were arrested. They had drugs on them at the time
of the arrest.
A Drug-Free Workplace: Why Do It?
The Benefits of a Drug-Free Workplace
Fort Myers Auto Truck Plaza, Fort Myers, Florida
The people who run Fort Myers Auto Truck Plaza take pride in the service they provide to the truckers
who stop there. When the owners decided to have a drug-free workplace policy, they developed a
policy they could be proud of. They told their employees and customers about the policy and posted it
where it could be seen by everyone. Employees think the policy is a great idea. They said they feel
safer working in a drug-free workplace. The company has teenage employees, and their parents have
said they wouldn’t want their children working for a company that didn’t have a drug-free workplace
policy.
Zingerman’s Deli, Ann Arbor, Michigan
When Zingerman’s hires a new employee, the owners send out a clear message: "We care about your
health and well-being." Zingerman’s believes in providing a supportive place to work. They have an
employee assistance program (EAP) that provides help to employees with problems that affect their
work -- from a family crisis to an alcohol or other drug abuse problem. This makes Zingerman’s a
great place to work. The owners have also found that it’s good for business. Zingerman’s employee
turnover rate is lower than the industry’s average, and they have many long-term employees who are
loyal to the company. The Zingerman approach is summed up best by the words of an employee who
got help: "Thank you for helping me to live a sober life. It’s great to work for people who are willing
to make a difference."
Employees Respond to A Drug-Free Workplace:
"It really concerns me when I hear talk about people using drugs or alcohol at work. If they are
using drugs at work, they may be high when they are driving to or from work. And I'm out there on
the road with them. . ."
Anita, age 25
salesperson
"Why should it cost me because he's doing drugs. When he gets out there and has a wreck . . . hey, it
costs me because it costs my insurance . . . and I have to pay more."
Jamil, age 30
supervisor, utility company
"I never expected to see drugs used at my work. Who wants to go to work and see people taking
drugs or working while high on drugs?"
Mary, age 55
assembly line worker
"I'm not going to work around anybody who can hurt me because they had too much to drink."
Bert, age 38
construction worker
"In my business we provide services to customers in their homes. They have to feel sure that we're
dependable and trustworthy. I think our customers are happier knowing that we have a drug-free
workplace policy."
Ladonna, age 32
owner, service business
"The idea of drugs at work scares me. I've been operating these machines for years, and I know
how dangerous they can be. I'd hate to think that I was working beside someone on drugs."
George, age 57
machine shop foreman
Your Role in the Drug-Free Workplace Program
Know your organization’s policy and program.
Find the answers to these questions:
• What is my organization’s written policy?
• What happens if I violate the policy?
• Does my organization’s policy include drug testing?
• Will my organization help me or my coworkers get help with an alcohol or drug problem?
• How can I help promote a drug-free workplace?
Follow your organization’s drug-free workplace policy.
Report to work fit for duty. Come to work free of alcohol and other drugs.
Don’t use alcohol or other drugs on the job.
Seek help if you think you have a problem.
Talk to your supervisor if you think a coworker may need help or if you see a policy violation.
If your organization has a "concerned other" or "tip line," you can call it without giving your name.
Where to Find Help
National Hotlines
If you or someone you know has a problem with alcohol or other drugs, call these hotlines for free,
confidential help.
The Center for Substance Abuse Treatment’s (CSAT) Drug Information, Treatment, and Referral
Hotline:
1-800-662-HELP
NarAnon
(310) 547-5800
Toughlove
1-800-333-1069
Families Anonymous
1-800-736-9805
Center for Disease Control’s (CDC) National HIV/AIDS Hotline
1-800-342-2437
Parents Resource Institute for Drug-Free Education (PRIDE)
(404) 577-4500
Publications
The following list of readings can be ordered for free by calling the National Clearinghouse for
Alcohol and Drug Information at 1-800-729-6686:
Growing Up Drug Free: A Parent’s Guide To Prevention
Helping Your Child Say No To Alcohol And Other Drugs (Bilingual)
Alcoholism Tends To Run In Families
What You Can Do About Drug Use In America (Bilingual)
How Getting High Can Get You AIDS
Ask for the telephone number of your State clearinghouse -- the RADAR Network -- from the
National Clearinghouse for Alcohol and Drug Information.
More information about alcohol and other drug abuse can be ordered for a fee from these
publishers:
Hazelden Educational Materials: 1-800-328-9000
Health Communications: 1-800-851-9100
Parkside Publishing: 1-800-221-6364
Performance Resource Press: 1-800-453-7733
Also check your local library or bookstore.
Local Resources
Look in your local telephone book for these numbers:
Alcoholics Anonymous
Alateen (for children of the user)
Al-Anon (for family members and
friends)
Adult Children of Alcoholics
(ACOAs)
Narcotics Anonymous
Nar-Anon (for family members and
friends)
Drug Treatment Center
Cancer Society
Lung Association
County or State Addiction or Mental Health
Agency
County/Victim/Mental Health Hotline
Other
Employee Fact Sheet #2
You Can Contribute to a Drug-Free
Workplace
drug-free workplace means no drugs: no alcohol, marijuana, cocaine, speed, PCP, heroin, or other
drugs at work. Even cigarettes and some prescription drugs can be a danger. Is alcohol a drug? Yes
-- it alters your mood and can cause addiction. How about nicotine? Yes, that too. Why have a drugfree workplace? Because drugs keep you from doing your best on the job, and the effects can be
dangerous to others as well.
Think About These Facts:
One out of every ten adults in the United States is already addicted to alcohol.
Because addiction runs in families, many children of addicts are likely to become addicted themselves.
Alcohol and other drug abuse can lead to unsafe sexual behaviors that result in getting the HIV virus or
other sexually transmitted diseases (STDs).
Marijuana can cause people to lose interest in hobbies, work, friends, and family; it can cause loss of
drive and motivation. Because people who use marijuana don’t react as fast, on-the-job accidents are
more likely to occur.
Have YOU Crossed the Line?
Many people who use alcohol or other drugs think they can stop any time, but before they know it,
using drugs is a problem. For example, using alcohol or other drugs can become more important
than spending time with family, hobbies, or doing well on the job. If so, the chances are good that
abuse or addiction has begun. Before you say "not me," take this brief test:
Self-Assessment Test
Has anyone ever questioned you about your alcohol or other drug use?
Have you ever used alcohol or other drugs alone?
Have you ever missed work because you were sick from using too much alcohol or other drugs?
Have you ever had trouble stopping once you started using alcohol or other drugs?
Have you ever had legal problems because of your alcohol or other drug use?
If you can’t use alcohol or other drugs, do you get jumpy, shaky, cranky, nervous, or have
cravings?
Are you in debt because of your alcohol or other drug use?
Does it now take more alcohol or other drugs to get the same effect?
Have you ever used alcohol or other drugs in the morning?
Have you ever been in the hospital as a result of your drinking or drug use?
Have you ever used alcohol or other drugs at work?
If you answered "yes" to more than one of these questions, there may be reason for concern about
abuse or addiction.
Don’t Wait to Get Help
It is important to notice the signs of abuse and addiction early so that you can seek help. Addiction
to alcohol or other drugs is a serious disease. The longer you wait to find help, the harder it is to get
better. In other words, the chances of staying healthy are better when alcohol and other drug abuse
is stopped early. Changing your alcohol or other drug use is a decision only you can make.
Where to Begin . . .
Alcohol and other drug addictions can be stopped. If you have never used them, don’t start. If
you think your use is causing problems, think about stopping. Seek help now. Ask your doctor
about the effects of using alcohol or other drugs, or read, go to a
lecture, or take a class.
Using alcohol and other drugs can lead to addiction.
"After I went to treatment the
Addictions are chronic diseases. Chronic means that once you
first time, I stayed clean for
have the disease, you will have to live with it for the rest of your about 90 days. I remember I
life. However, with treatment you can control the disease and
didn’t believe I had a problem .
live a healthy and productive life. Millions of Americans are
. . I was in denial. I started
now recovering from alcohol and other drug addictions. Their
thinking about the "good times"
lives are back on track. You can join them.
I had using . . . I thought I was
Recovery from alcohol or other drug addiction is a process.
different from the people at AA.
You start by staying away from alcohol and drugs one day at a
I called an old dealer friend,
time. The goal is to be sober. Being sober means you learn to
and before I knew it, I was
live without alcohol and other drugs. To do this, you often need
wasted again. I started missing
the support of other people: family members, friends, support
days of work, getting high on
groups, therapists, etc.
the job . . . eventually I got
When you’re tempted to use drugs again. Relapse occurs
fired. I relapsed a few times
when you return to your old pattern of alcohol or other drug use. before I finally quit and stayed
Although relapse is part of the disease, it does not have to
off drugs."
happen to you. Watch out for relapse.
John, age 32
service manager
Can You Change?
If you think your alcohol or other drug use is a problem, there are many ways you can get help.
Some cost money and others do not.
Helping yourself is the best way to help create a drug-free workplace. If you think you have a
problem with alcohol or other drugs, contact some of the resources listed here to learn more about it
or to find help.
Types of Help Available
Inpatient
Treatment
You spend time (weeks or months) in a treatment center where you are able
to remain alcohol- and drug-free while you learn new ways of living
without alcohol or other drugs. Referral to an outpatient "aftercare" program
should also be provided to support you after you return home. Call your
local addiction treatment center for help (look up "alcohol" or "drugs" in the
Yellow Pages). Your local Health Department may also be helpful.
Outpatient
Treatment
There are many types of outpatient treatment programs. Some meet several
nights a week after work, and others meet during the day. Unlike inpatient
or day out-patient treatment, where you stay at the center for some time,
evening outpatient treatment often allows you to carry on with most of your
normal daily activities. Treatment is usually done in groups. One-on-one
counseling is also available. Call your local addiction treatment center for
help (look up "alcohol" or "drugs" in the Yellow Pages). Your local Health
Department may also be helpful. Ask someone you trust if he or she knows
a counselor who treats addictions. See your doctor for a checkup.
Support Groups
Groups of people come together to help each other recover. Some of these
groups are called 12-step programs, for example, Alcoholics Anonymous,
Narcotics Anonymous, and Smoker’s Anonymous. There are also groups
for family members of addicts, such as Al-Anon, Nar-Anon, Alateen, etc.
Other 12-step programs include Gamblers Anonymous, Sex and Love
Addicts Anonymous, Debtors Anonymous, Survivors of Incest Anonymous,
Overeaters Anonymous, and Codependents Anonymous. There are also
recovery support groups that do not use the 12 steps, such as Rational
Recovery, Woman to Woman, and Secular Organizations for Sobriety
(SOS). Look in the Yellow Pages or call a local treatment center for
telephone numbers.
Hotlines
Hotlines exist to help with alcohol and other drug problems, and they can
usually direct you to treatment centers and other help in your area. You can
find these numbers in your Yellow Pages or by calling information.
National hotlines that offer drug information and treatment referral include
the following:
1-800-662-HELP
Doctors,
Psychologists, and
Social Workers
Doctors cannot read your mind; it is up to you to tell your doctor you think
alcohol or other drugs might be a problem. It is important to find a
professional who knows about addictions or who can refer you to a
counselor who has training in addictions. Call a local mental health agency
or treatment center and ask the staff to recommend a doctor or counselor in
your area.
Employee Fact Sheet #3
Is Someone You Care About in Trouble?
Does This Sound Familiar?
Chris has always been a great employee -- full of energy, happy, and a hard worker.
But lately, Chris’ co-workers have noticed that something is wrong. Chris
. . . is late to work more often and is out sick a lot
. . . doesn’t pay attention and forgets things easily
. . . needs a lot of help with work and asks coworkers to cover up for being late
. . . seems to make and receive a lot of personal calls
. . . avoids old friends in the office
. . . is always tired.
Chris’ coworkers are worried.
Could Chris have
a problem with alcohol or
other drugs?
marriage troubles?
a sick or dying parent?
a night job?
a spouse or child with an
alcohol or drug problem?
As a matter of fact, Chris’
problem could be any of these.
So how can you tell if someone has a problem with
alcohol or other drugs?
The sudden appearance of unusual behavior may
be a sign of an alcohol or other drug problem.
If it is, you will probably notice that the behavior is
getting worse. Alcoholism and drug addiction are
diseases that will get worse until they are treated or
until the person dies. Alcoholism and other drug
addiction affect the user’s health, behavior, and life.
Look at these stages. Do you see someone you know?
How to Help
If someone you know shows signs of alcohol or drug abuse, you
may want to help. But you need to know how. The best way to
When you enable, you allow a
help a user face an alcohol or other drug problem is to make sure
person to avoid the negative
you don’t ignore or cover up behaviors or mistakes that result
results of using alcohol or
from the abuse or addiction. When you cover up for someone, it
other drugs.
is called enabling.
Some enablers are also codependent.
After a while, you may feel angry because the user takes
People who are codependent advantage of your patience and kindness.
treat the user’s needs as more Codependent people are often raised in addicted families, which
puts them at high risk for developing their own addictions. A
important than their own
codependent person may be addicted to drugs, other people,
because they want to please
work, sex, money, food, gambling . . . anything to try to ease
the user.
their emotional pain. If you are saying "not me," remember that
people who enable and who are codependent are often in denial; they will not admit that there is a
problem.
Examples of Enabling and
Codependency in the Workplace:
You offer to take on more than your fair share of the work because a coworker is "going
through a rough time" and is finding it hard to get her work done on time.
A coworker who you suspect is high has caused an accident -- again. You know that if the
boss finds out, your coworker will be fired. You feel sorry for him, so you cover for him by
lying to the boss about how the accident happened.
One of your employees seems to have a problem with alcohol; he is late a lot, and sometimes
in the morning or after lunch he comes in smelling like alcohol. You convince yourself that
it’s just a stage. You don’t want to get him in trouble; he has a family, and besides, he’s a
great worker -- when he shows up.
Examples of Enabling
and Codependency in the Home:
You often find yourself covering up your wife’s alcohol use. Last night, one of your
neighbors saw you help her into the house; she was too drunk to walk. The next day, you
made a point of telling your neighbor that your wife had gotten a horrible case of food
poisoning last night and needed you to help her into the house.
Your husband, Jim, was too hungover to get out of bed this morning, so you called his boss
and said that Jim would be out sick today. Now you are worried because Jim’s boss sounded
like he didn’t believe you and made a comment that this is the fifth time this month that Jim
has been out "sick."
Your husband caught your 18-year-old son stealing cash from his business and now wants to
turn him into the police. You suspect he needed the money to buy cocaine, but you ask your
husband not to turn the boy in because you believe he has learned his lesson.
If you ignore, excuse, or cover a user’s behavior while drinking or using drugs, you are really just
helping the user put off facing the problem -- that the drinking or other drug use has become more
important than the person’s job or family.
Take Action
Confronting someone can be scary. Here are some common fears and some reassuring facts:
Even if you are ready to confront someone, the person may not be ready to listen. A user is in denial
when he or she won’t admit that the problems are due to drinking or other drug use. Users who are
in denial may say things like:
"Who me? I don’t have a problem; you have the problem . . ."
"I couldn’t have a problem. I have a good job and hardly ever miss a day."
"I could stop if I wanted to; I just don’t want to."
"You don’t know what you’re talking about."
"It’s none of your business."
For Family and Friends:
Remember that millions of people have been hurt by someone else’s alcohol or other drug use. You
are not alone. You can and should get help even if the user won’t. There are lots of self-help groups
for friends and family of alcohol and other drug abusers. These groups can show you new ways to
respond to the user so you don’t feel as hurt or scared. And maybe when the user sees the change in
you, he or she may realize that it’s time to make some changes too. A trained addictions counselor
can help you arrange an intervention where friends and family confront the user and encourage him
or her to seek help.
For Coworkers:
Don’t let a drug-using coworker put your health, safety, or job in danger. If you suspect that
someone is using alcohol or other drugs on the job or is coming to work high, don’t help the user
avoid facing the con-sequences of his or her behavior. If an impaired coworker threatens your
safety, tell a supervisor right away. If you see a coworker get high or deal drugs on the job, report it
to a supervisor as soon as you can. If a coworker asks you for help, refer him or her to the help and
hotlines listed below. If your company has an employee assistance program (EAP), you may want
to talk to an EAP counselor about how to handle the coworker’s alcohol or other drug use.
Employee Fact Sheet #4
Why All the Fuss About Drugs?
When you think about it, alcohol and other drugs can rob you of everything you have worked so
hard for: your health, family, and friends. Illegal drug use can result in being arrested and having to
pay fines. Sometimes alcohol and other drug use can cost you your job.
Why Risk It?
Not everyone who uses alcohol or other drugs becomes addicted. However, no one can predict who
will and who won’t become addicted. What if it’s you?
You may think that an alcoholic or drug addict is a person on the street who drinks out of a brown
paper bag or who uses "hard" drugs. Not true. Alcohol and other drugs can affect any one of us -- in
all walks of life, at any age, and in all types of jobs.
How Can You Spot Abuse or Addiction?
Sometimes it’s not easy. There are different patterns of abuse
and addiction. Some people are "binge" users: they get into
trouble by drinking alcohol or using other drugs off and on -only on the weekends or maybe only once a week -- as an
escape. Others are "maintenance" users: they use alcohol or
other drugs regularly -- often every day -- to feel "normal."
Although people use and abuse drugs in different ways, one
thing is certain: if you become addicted, the disease will
progress . . . and troubles will increase.
Think About It . . . Alcohol and Other
Drugs Cost Money
The cost of alcohol and other drug abuse can be high. For
example, cocaine is very expensive; you may know people who
have sold their personal belongings to buy it. But the cost of the
drug is only the beginning . . . soon to follow are:
• Lots of doctor bills -- you get sick more often
• Legal bills and fines due to DWIs, accidents, marital
problems
• Higher insurance bills
• Lost pay -- you could lose your job
• Debts -- you borrow money to support your habit
• You may even begin stealing to buy your drug of choice
"The first thing I did when I got
home was fix a drink, and I
would drink until I went to bed.
I looked forward to drinking
like you look forward to seeing
an old friend. I planned my
social life around drinking.
Pretty soon I started using a
little bit of cocaine in the
morning to take the edge off the
hangovers. Before I knew it, a
little bit turned into selling my
VCR and other things to buy
more cocaine, and my boyfriend
left because we always fought
when I was high -- and I was
high all of the time."
Ann, age 27, schoolteacher
What About Your Friends and Family?
Drug use can tear relationships apart:
Friends and family start to question you about your drug use -- they begin to distrust you.
The people you love start to avoid you.
You begin to feel alone -- especially because you need to hide your habit.
Fear sets in.
You start having more and more fights with people at home and on the job.
You think about getting and using the drug all the time -- it becomes more important than your
family or friends.
"I used to stop at the bar for a few beers on
my way home from work every day. By the
time I finally got home, I was usually pretty
lit. My wife would get really angry, and we
would end up in a big fight -- the children
would be crying, and she and I would be
yelling at each other. She would always
threaten to leave because of my drinking,
but I didn’t think she’d ever do it. Then one
day when I came home, she and the
children were gone."
"I have a 3-year-old daughter who goes to day
care. Every day I pick her up on my way home
from work, but twice in the past month I was 2
hours late because I stopped to buy cocaine on
my way home. When I got to the dealer’s house, I
started using the coke I’d bought. Before I knew
it, a couple of hours had passed. When I finally
got to day care to pick my daughter up, she was
crying and scared I wasn’t ever going to come
for her. Ever since then, she’s been waking up in
the middle of the night with bad dreams."
Alan, age 42 computer technician
Tia, age 24 secretary
What About Your Health?
Using alcohol and other drugs can hurt your health. Addiction to any drug, including nicotine, can
make you lose control over when and where you use drugs and how often you use them.
Nicotine
Smoking cigarettes or chewing tobacco gives you bad breath, yellow teeth, lung disease, heart
disease, and many types of cancer (especially throat, mouth, and lung). Most adults who smoke
cigarettes wish they didn’t. If you started smoking when you were young, you may have thought
you could quit when you got older. But as the addiction progresses, it becomes harder to stop -much harder than you ever thought it would be. More people die from the results of smoking than
from any other addiction.
You may have even stopped before but then started again. Most people who quit smoking have
withdrawal for a while: headaches, nicotine cravings, anxiety, upset stomach, and/or mood swings.
You may think you can’t bear these feelings, so you start smoking again. Returning to your old
pattern is called a relapse. If you don’t think cigarettes are addicting, talk to ex-smokers and ask
them how they quit and what was the hardest part. Then get some help so you can stop smoking too.
Alcohol
Alcohol travels to every cell in the body, every tissue, and every organ. Over time, using too much
alcohol can damage your heart, raise your blood pressure, and cause cancer, liver disease, and brain
damage; it can give you ulcers, weaken your muscles, and can even lead to death.
Problems with alcohol usually develop over time. Some people become sick quickly; others drink
for years without knowing that their body is being damaged. Many people suffer withdrawal
symptoms when they try to stop: headaches, anxiety, or the shakes. At work, the withdrawal can
make it hard for you to concentrate, and you may become short-tempered.
As the addiction gets worse, so do the withdrawal symptoms -- you become more and more anxious
and have stronger cravings. In the late stages of the disease, some people in withdrawal see and hear
things that aren’t really there. Continuing to use alcohol once an addiction has developed can result
in liver and brain damage that may not be reversible. It can tear your family apart. Also, a pregnant
women who drinks alcohol may have a baby born with fetal alcohol effects (FAE) or fetal alcohol
syndrome (FAS), which are characterized by mental and physical problems.
Amphetamines (Speed) and Cocaine
As the addiction to these drugs gets worse, you become obsessed with getting the drug. You cannot
stay focused on tasks. You lose your appetite. Your behavior becomes extreme; you are always
either really excited or really depressed. It’s not that hard to overdose on speed or cocaine because
once you start using, you want more and more of the drug to keep the high going. So that’s what
you do: get high again and again, usually until the money runs out. When the drug starts to wear off,
you feel depressed and tired, so you keep using the drug. Before you know it, you’re hooked.
Marijuana
Regular use of marijuana causes a loss of interest and motivation: You become lazy and don’t care
about making life better. You begin to feel depressed. It can also damage your lungs. It affects the
brain and may cause you to become fearful as well as forgetful. Focusing on tasks is difficult. You
become more interested in getting high than in spending time with friends; you may lose "straight"
friends. You lose the energy and drive to be involved in fun activities that don’t include using pot.
PCP, LSD, Designer Drugs
These drugs bring to mind hallucinations -- seeing and hearing things that are not really there.
When this happens to you at work, you could do foolish or dangerous things. These drugs make you
think you are stronger and more powerful than you really are. Accidents are more likely to happen
due to poor judgment, and concentrating becomes really hard. Sometimes people who are high on
these drugs become anxious and violent, and this can lead to fights and other negative behaviors on
the job.
Prescription Drugs
Sometimes drugs prescribed by a doctor for anxiety or pain can lead to abuse or addiction. Many
people become hooked on these drugs without realizing it. Using prescription drugs that change
your mood can affect your job performance and could contribute to accidents or costly mistakes at
work. It is important that you talk to your doctor to be sure you understand the effects of any drug
you might take. If you want to know about the risks, ask your doctor to explain them to you, or ask
any pharmacist. It’s better to be careful than to risk becoming addicted.
Heroin and Other Opiates
An opiate is a drug that makes you sleepy and lessens pain at the same time. There are legal uses for
some opiates: A doctor might give an opiate to ease pain, stop diarrhea, or calm a cough. Heroin is
an opiate; it’s effects on the body are similar to the other opiates given by doctors. However, heroin
often contains a lot of impurities that add to its harmful effects.
Sometimes opiates are taken as pills; other times they are injected. Whether a person starts using
opiates given by a doctor or uses them to change his or her mood (get high), long-term use can
result in these problems: abuse or addiction; tolerance (when it takes more of the drug to get the
same effect); and dependence (when pain occurs if the drug use is stopped). Being hooked on any
type of opiate can disrupt your life, family, and job.
What About Drugs and AIDS?
A person who injects (shoots) drugs and shares needles is at greater risk for being exposed to the
HIV virus that causes AIDS. Alcohol and other drugs affect your judgment; many people who use
alcohol and other drugs choose unsafe sexual behaviors either while high or to help pay for their
drugs. This behavior puts you at great risk for getting AIDS and other sexually transmitted diseases
(STDs).
Why Does Your Employer
Care?
"My drug use was really starting
to affect my job; I was coming in
late a lot and calling in sick more
often. Sometimes I would even get
high during my lunch hour. I
realized that if I kept getting high,
I might lose my job . . . and that
scared me. My company has a
policy that if anyone comes
forward wanting help, they will be
given help; and if they continue to
stay sober, they can keep their job.
That was a real relief to me
because I have a family to support,
and I can’t afford to lose my job."
Chris, age 26, retail manager
A Drug-Free Workplace Contributes To:
happier, safer employees
decreased insurance costs
better performance
better profits and thus
fewer accidents better raises
increased productivity
and fewer worries overall.
Healthy employees mean a healthier and safer workplace.
A Drug-Free Workplace Program may give you a chance
to get help if you have a problem with alcohol or other
drugs or if you just want to help a coworker or family
member who is in trouble. So it pays to pay attention to
the concern about drugs!
Employee Fact Sheet #5
Drug Testing: What Does It Mean To You?
Drug testing is one action an employer can take to see if employees or job applicants have used
drugs. Drug tests can identify alcohol, prescription drugs, and illegal drugs in a person’s body. Your
employer may choose to test for one or all of these substances. Employers begin drug testing to
protect their workers and their workplaces from the negative effects of alcohol and other drugs.
What Types of Drug Tests Are There?
Urine Screen: The most common way to test for drugs is a urine test. This involves giving a
urine sample, which goes through a series of chemical tests. The results tell whether or not
leftover traces of drugs are in your body. A urine test does not tell if you are under the
influence of drugs at the time of the test. It only reveals that alcohol or drugs were used
sometime in the recent past.
Blood Test: A blood test measures the actual amount of alcohol or other drugs in your blood
at the time of the test.
Saliva and Hair Tests: Researchers are studying the testing of hair and saliva to detect
alcohol and other drug use. Early results suggest that testing saliva may be a valid testing
method. It has not yet been determined how accurate and reliable hair testing is.
Breath Alcohol Test: A breath test is the most common test for finding out how much
alcohol is in the blood. A breath alcohol test does tell if the person is impaired by alcohol at
the time of the test.
When COULD You Be Drug Tested?
Below are some of the situations in which your employer may ask employees to take a drug test.
Read the drug testing policy for your workplace to make sure you understand the details of the
program.
Pre-Employment Tests: To decrease the chance that a current drug user will be hired, some
employers test job applicants at the time of a job offer. The job offer depends on a negative
drug test result.
being fit for duty (For Cause), or has a documented pattern of unsafe work behavior
(Reasonable Suspicion), the employee may be asked to take a drug test.
Random Tests: To discourage drug use among all employees, an employer may ask
employees to take drug tests at random and unpredictable times.
Post-Accident Tests: An employer may test employees who are involved in an accident or
unsafe practice incident to find out if alcohol or other drug use was a factor.
Post-Treatment Tests: When an employee has taken time off from work to go through an
inpatient treatment program or when an employee is participating in some form of outpatient
treatment, an employer may arrange for random testing of that employee to ensure the
employee remains sober. This form of testing only applies when the employer knows that the
employee is involved in a treatment program. It may not be necessary for the employee to
inform the employer of the decision to seek treatment.
Why Drug Test?
Employers set up drug testing programs for many reasons:
Federal or State Regulations: Some workplaces must comply with a Federal or State agency’s
drug testing requirements. For example, the Department of Transportation, Department of
Defense, Department of Energy, and Nuclear Regulatory Commission are Federal agencies that
require contractors working for them to set up drug testing programs.
Safety Concerns: Use of alcohol or other drugs on the job can result in accidents, safety
problems, and other costly mistakes. As a result, many employers choose to protect their
employees and their workplace by starting a drug testing program.
High Costs of Alcohol and Other Drug Abuse: Research has shown that alcohol and other
drug use at work costs money. Workplace drug abuse often results in lower productivity, higher
Workers’ Compensation claims, more time away from work, and higher medical costs. It also
has been linked to crime on the job and can affect employee mood and well-being.
Your employer may test employees for all or none of these reasons. Refer to the drug testing policy
for your workplace to find out the reasons for drug testing. If you have questions, ask your
supervisor, manager, or union steward for further details.
Are Drug Tests Accurate?
Yes, if they are done using the guidelines of the Department of Health and Human Services
(DHHS), drug tests are very accurate. These guidelines require that certain procedures be followed:
Chain of Custody: A chain of custody form is used to document the handling and storage of a
urine specimen from the time it is collected until the time it is disposed of. It links you to your
urine sample. It is written proof of all that happens to the specimen while at the collection site
and the laboratory.
Initial Screen: The first test done on a urine sample is called an initial screen. This test alone is
not always accurate or reliable. If the initial screen is positive, a second test should be done.
Confirmation Test: A second, confirmatory test (by gas chromatography/mass spectrometry, or
GC/MS) is highly accurate and will rule out any false positives (mistakes) from the initial
screen. For a test result to be reported as positive, both test results must agree.
Medical Review Officer: A medical review officer (MRO) is a licensed medical doctor who
has special training in the area of substance abuse. If your drug test is positive, the MRO reviews
the results, makes sure the chain of custody procedures were followed, and contacts you to make
sure there are no medical or other reasons for the result. It is only at this point that the MRO may
report the positive test result to the employer. Medications can sometimes cause a positive test
result. If this is the case, and if a doctor prescribed the medicine, the test is reported as negative.
The DHHS requires that these and other guidelines be met for a drug testing laboratory to be
certified. If you are interested in learning more about the testing procedures that your organization
is using, refer to the official policy or ask your supervisor, manager, or union steward for
information. You can order a free copy of the Mandatory Guidelines for Federal Workplace
Drug Testing Programs from the National Clearinghouse for Alcohol and Drug Information (1800-729-6686).
What Can I Expect When I Go For A Drug Test?
When reporting to the test site, you may be asked for a picture identification. After you provide a
urine sample, the bottle should not leave your sight until it is sealed with special "evidence" tape.
You should sign the label on the container. You will then be asked to sign a record book stating that
the sample collected was yours. The specimen is then shipped to a laboratory for testing. If the seal
is broken, or if you do not sign the container, a DHHS-certified laboratory will not test the sample.
Will I Have Privacy When Giving the Sample?
In most cases, employers ensure your privacy as you give your sample. In some cases, however,
someone may need to see you give your sample. For example, if there is reason to believe that an
employee has tried to tamper with the sample, another specimen may be collected with someone of
the same sex watching to ensure honesty. In some cases, you may be asked to give a sample with
someone watching to ensure honesty as part of a followup or return-to-work drug test.
Who Will Know the Results of the Drug Test?
Confidentiality is very important. Confidentiality means that your drug test results will be kept
private, and that only persons who need to know will receive the drug test results. This might be the
supervisor, manager, union representative, or someone in the medical or personnel department.
Often, employees are asked to sign a release form that states who will receive the test results. A
drug test is reported as positive or negative; the amount of the drug(s) found is usually not reported.
Confidentiality should also mean that drug test results will not be part of an employee’s personnel
file. Talk to your manager, supervisor, union representative, or employer to discuss how your
organization plans to protect your confidentiality.
Will I Test Positive For Drugs If I am Around Someone Who
is Using Drugs, or if I Eat Foods With Poppy Seeds?
The Addictions Research Center did a series of studies showing that the chances are very small that
you could test positive for marijuana at DHHS cutoff levels after being in a room with marijuana
smoke. At most, "trace" levels of the drug might be found, and this would mean a negative test
result if using DHHS guidelines. Early results of studies on exposure to cocaine and
methamphetamine smoke also suggest that the chances of testing positive under DHHS guidelines
are small.
Because poppy seeds contain small amounts of opium, eating food with poppy seeds can cause you
to test positive for opiates. MROs are aware of this, and are trained to report the test as positive only
if there is also physical evidence of drug abuse.
Is Drug Testing Legal?
Yes, in most cases it is legal for an employer to test employees for drugs. No Federal laws prohibit
drug testing at this time; however, some States do prohibit or restrict certain types of drug testing.
For more information about your State laws, call your State Attorney General’s office. You have
the right to know the details of the drug testing policy at your workplace and what your employer
expects of you. If you have questions, ask your supervisor, manager, or union steward.
Employee Fact Sheet #6
What Parents Need to Know . . .
Helping Your Children Steer Clear of Alcohol and Other Drugs
It can be scary to think that your child might use alcohol or other drugs. It may help you to know
that many parents share your fears. But don’t let fear hold you back. Now is the time to do
something. Children are being exposed to drugs at younger ages. Some parents want to believe that
their young children have never tried drugs and won’t ever develop a drug problem. The facts are . .
.
Children are pressured to use drugs . . .
1 in 4 children in 4th grade say there is peer pressure to use marijuana.
Almost half of 6th graders report peer pressure to drink alcohol.
Almost half of 4th, 5th, and 6th graders say they feel pressured to smoke cigarettes.
1 in 4 children in 4th, 5th, and 6th grades feels pressured to use crack/cocaine.
Children use drugs to fit in . . .
4 in 10 children in 4th, 5th, and 6th grades say they would begin using alcohol to fit in and
feel older.
4 in 10 children in 4th, 5th, and 6th grades say they would use crack/cocaine to fit in and feel
older.
Some children already use drugs . . .
2 percent of all 12th graders get high on marijuana every day.
13 percent of 8th graders and 30 percent of seniors had binged on alcohol (consumed 5 or
more drinks in a row) in the 2 weeks just before the survey.
Drugs are available to children . . .
A recent study indicated that half of 11th and 12th graders said it would be easy to buy drugs
at school.
80 percent of all 12th graders say it would be easy to get marijuana.
Studies show that the younger a child is when he or she first uses alcohol, marijuana, or
cigarettes, the more likely it is the child will have some type of drug abuse problem later in
life.
Why Do Children Choose to Use Drugs?
Children care a lot about what other children think. Sometimes the desire to be popular or "cool"
can lead children to do things that are dangerous. When children try to make other children do
something they shouldn’t, like use alcohol, tobacco, or other drugs, it’s called negative peer
pressure. Peer pressure can be positive too. Positive peer pressure is when children encourage
each other to do things that are good for them, such as joining school clubs, studying for tests, or
learning good ways to say "no" to negative peer pressure.
Will My Child Use Drugs?
Hopefully not. The following chart describes traits shared by children who are good at saying no to
negative peer pressure. Check off all that apply to your children. Work on any that you can’t check
off at this time so that you improve your children’s chances of resisting negative peer pressure.
Self-confident
Friends don’t use
drugs
Knows about
dangers of drug use
Is not often home alone after school
Enjoys fun and educational activities
Is proud to be trusted with chores and is
praised for doing them well
Likes school
Able to make own
decisions
Has good relationship
with parents
The Importance of Self-Esteem
Your child is less likely to use drugs if he or she has high self-esteem. People with high self-esteem
feel good about themselves. Studies show that people who have drinking and drug problems usually
have low self-esteem. The following are some ways you can help increase your child’s self esteem:
•
•
•
•
Give lots of praise for effort as well as success.
Teach your child to set realistic goals.
Give your child regular responsibilities.
Show your children that you love them with lots of hugs, kisses, and saying "I love you,"
because children are never too old to be told that they are valued.
Be A Role Model
Remember that your children look up to you -- you are their most important role model. Because
children copy adult behavior, being a good role model means that you show with your actions the
proper way to behave.
When it comes to setting a good example for children about alcohol, tobacco, and other drug use,
consider these guidelines:
DO:
•
•
DON’T:
find outlets other than drinking or
smoking when you feel stressed
emphasize the health benefits of not
drinking, smoking, or using illegal
•
•
give your children mixed messages by
letting them drink at home but not when
they are out
allow illegal drugs in your house
•
drugs
show your children how to deal with
peer pressure by setting a good
example.
involve your children in your alcohol or
other drug use; they shouldn’t get your
beers or light your cigarettes.
•
The Importance of TLC
Talk Take time to talk with your child. Do it now; don’t wait until there is a problem. Tell your
children that it’s important not to use alcohol, tobacco, or other drugs because it can make them sick
and cause them to lose their friends and self-respect. Using drugs also can result in making bad
decisions. When children are high, they are less able to judge the risks of behaviors such as
unprotected sex, which can result in being infected with the HIV virus. Using drugs can also get
children in trouble with the law. Alcohol is an illegal drug for minors, and tobacco is an illegal drug
for children under 16 years of age in most States.
Listen Ask your child if he or she has been pressured to try illegal drugs. Help your child think up
good ways to say "no" to negative peer pressure. Encourage your child to ask questions. If you
don’t know the answers, say so! Maybe you and your child can look for the answers together.
Care Care enough to make family rules about your child not smoking, drinking alcohol, or using
other illegal drugs. Explain what the punishment will be for breaking the rules, and make sure you
are willing to enforce them. Try to avoid doing the things you won’t let your child do. Also, care
about your child’s activities outside the home -- encourage him or her to take part in hobbies,
sports, school clubs, or community events. Children who are busy with fun activities are less likely
to try drugs out of boredom.
How Can You Tell if a Problem Already Exists?
Have you noticed
•
•
•
•
slipping grades, tardiness, or "skipping" or
"cutting" classes?
frequent fights with parents or siblings?
new friends (especially ones who use
drugs)?
unusual mood swings, eating habits, or
sleeping patterns?
•
•
•
•
depression or loss of interest in activities and
hobbies?
disappearance of money or valuables?
trouble with the law in or out of school?
increased use of room deodorizers or
incense?
What To Do If You Think Your Child Is Using Drugs
If you think your child has used alcohol or cigarettes, explain that using drugs is illegal and bad for
your child’s health. If you are afraid your child is using other drugs or has developed a drinking
problem, call a trained addictions counselor. If your workplace has an employee assistance program
(EAP), call the program for help. Look in the telephone book under "addiction," "alcohol," or "drug
treatment." Call your health department, area hospitals, treatment facilities, or your child’s school
counselor for information.
Your child may not need treatment, but you should speak with a professional about your concerns.
If your child does have a problem, it is very important for the whole family to take part in the
treatment. Sometimes, certain family members don’t want to get involved in the therapy. Usually
it’s because they are covering up problems of their own. Don’t let that stop you from getting help.
Sometimes help for young children and teens is hard to find. Don’t give up. Help is available, even
though it may not be easy to find.
Employee Fact Sheet #7
Alcohol, Tobacco, and Other Drugs
Making Prevention Work
Actions for Families
The following tips can help keep your family free of the consequences of using or abusing alcohol,
tobacco, and other drugs (ATOD):
• Establish and enforce rules against underage drinking. Keep alcohol, tobacco products, and
prescription drugs out of the reach of children too young to adhere to such rules. Do not use or
store illegal drugs in your home. Avoid exposing others to tobacco smoke and acknowledge that
smoking is unhealthy. Do not use alcohol if you are pregnant, plan to drive or engage in a
physical activity, take medications, or cannot keep your drinking moderate.
• Be clear and consistent in stating your expectation that underage youth in your charge will not
use ATOD. Let other parents know your views if your children are going to be guests in their
homes.
• Be aware of the connection between alcohol and other drugs and sexually transmitted diseases,
including HIV/AIDS. Using alcohol and other drugs can lead to unplanned and unprotected sex.
Many drugs, including alcohol and tobacco products, also interfere with the body’s immune
system.
• If a family member exhibits signs of an ATOD problem, be prepared to connect your loved one
with appropriate help in your area. Learn about alcoholism, addiction, and dependence and find
helpful resources in your area.
• Help your children understand that they are not responsible for problems adults experience and
that adult behavior while under the influence of ATOD does not necessarily reflect true
attitudes. Learn what you can do to help buffer stress for children in this situation and reduce
their risk of developing serious problems in their own lives.
• Help children and adolescents learn the health, safety, and legal consequences of using ATOD;
be sure they understand that alcohol and tobacco are drugs and are as dangerous as illegal drugs.
• Model low-risk alcohol use and ask others in your community to do so as well. Be a responsible
host.
• Model and encourage good health practices: Serve balanced and nutritious meals at regular
times, and plan ATOD-free family activities. Encourage individual expression and creativity
and respect for nature and the human spirit.
• Be sure your children have easy access to a wide range of appealing, ATOD-free activities and
safe, monitored areas where they can gather.
• Discuss alcohol and tobacco advertising with your children. Ask what they think about these
messages, whether they understand their purpose, and whether they recognize that these
messages do not teach the harmful effects of using these products.
• Support proposed public policy changes likely to make your community, your State, and the
country a safer and healthier environment. For instance, some communities are placing
restrictions on unsupervised cigarette machines. Elsewhere, alcohol sponsorship of athletic
events, rock concerts, and community festivals is under scrutiny.
• Be a positive role model. Do not engage in any illegal, unhealthy, or dangerous ATOD use;
provide an example consistent with your messages to youth.
• Provide lots of love, support, and encouragement; help your child learn to do something well.
EMPLOYER MATERIALS
Employer Tip Sheet
What's In It For You
#1 Why Should You Care About Having a DrugFree Workplace?
Describes the reasons for and benefits of a drug-free
workplace program
#2 The Components of a Drug-Free Workplace
Program
Provides a brief overview of the components of a drugfree workplace program
#3 Hallmarks of Successful Drug-Free Workplace
Programs
Suggests ways to ensure successful implementation of
your program
#4 Drug-Free Workplace Programs: Are They
Worth the Time? What Are the Risks, Costs, and
Benefits?
Helps employers assess the costs, risks, and benefits of
starting a program
#5 Creating a Drug-Free Workplace Policy
Explains the basics of developing a policy that is
tailored to your organization’s needs
#6 Employee Education
Suggests ways to provide alcohol and other drug abuse
education in the workplace: who, what, when, where,
and why
#7 Supervisor Training
Provides guidelines for training supervisors and
outlines their roles and responsibilities
#8 Employee Assistance Programs (EAPs)
Describes options for developing an EAP and gives
tips for finding a qualified EAP provider
#9 Drug Testing
Provides information and guidance to help develop a
sensible and reliable drug testing program
#10 Outside Help and Consultants: Do You Need
Them? How To Find Them...What They Cost
Discusses options for enlisting the help of consultants
as well as ways to find them
#11 Avoiding Problems With Alcohol, Tobacco,
and Other Drugs: Making Prevention Work
Provides 13 action steps toward preventing alcohol and
other drug use in the workplace
#12 Evaluating Your Program
Shows ways to evaluate the success of your drug-free
workplace program
Employer Tip Sheet #1
Why Should You Care About Having a DrugFree Workplace?
Alcohol and other drug abuse is widespread in our society, and it affects us all in many ways.
Although national, State, and local efforts have begun to show encouraging results, the problem of
alcohol and other drug abuse remains a serious issue.
No workplace is immune. In 1991 the National Institute on Drug Abuse reported that 68 percent of
illicit drug users were employed. Employers who think alcohol and other drug abuse will never be a
problem in their workplace should consider this: Job applicants who can’t pass a drug test tend to
apply to companies that don’t test.
To find out if your
Workers’
Compensation carrier
offers a premium
Employers with successful drug-free workplace programs report
discount, call your
decreases in absenteeism, accidents, downtime, turnover, and theft;
local division of
increases in productivity; and overall improved morale.
Workers’ Comp.,
insurance
company, or
Employers with longstanding programs report better health status
State’s
attorney
among many employees and family members and decreased use of
general.
medical benefits.
Employers who have implemented drug-free workplace programs have
important experiences to share:
•
•
•
Some organizations with drug-free workplace programs qualify for incentives, for example,
decreased premium costs for certain kinds of insurance, such as Workers’ Compensation.
•
Employers find that employees, employee representatives, and unions often welcome drugfree workplace programs. If you don’t have a program, your employees may be wondering
why.
•
Employers with drug-free workplace programs find that current users of alcohol and other
drugs prefer organizations that do not have such programs.
An effective program can keep you from being the employer of choice for users, abusers, and
addicts.
The Drug-Free Workplace Act: The Basics
Programs aimed at health promotion and alcohol and other drug abuse prevention in the workplace
are not new. Recent legislation, however, has reinforced the importance of the workplace in
combating alcohol and other drug abuse. In 1986 the President signed an Executive Order
mandating that all Federal agencies be drug-free. In 1988 Congress passed the Drug-Free
Workplace Act, which requires Federal grantees and recipients of Federal contracts of $25,000 or
more to comply with the following:
•
The employer must have a written policy that explains what is prohibited and the
consequences of violating the policy.
•
Employees must read and consent to the policy as a condition of employment on the project.
•
The employer must have an awareness program to educate employees about alcohol and
other drug abuse and addiction, the employer’s policy, and available help, counseling, and
assistance.
•
Employees must disclose any conviction for a drug-related offense in the workplace to the
employer within 5 days after such conviction.
•
Employers must disclose any conviction for a drug-related offense in the workplace to the
Federal agency with which the employer has a grant or contract within 10 days after
receiving notice from the employee or others.
•
Employers must make an ongoing effort to maintain a workplace free of drugs.
Are You Required to Have a Drug-Free Workplace
Program?
•
•
•
•
Do you have a Federal grant?
Do you have a Federal contract valued at $25,000 or more?
Do you have any subcontracts that include a drug-free workplace requirement?
Are you subject to any Federal agency regulations, such as those of the Department
of Transportation, Department of Defense, or Nuclear Regulatory Commission?
If you answered "yes" to any of these questions, you are probably required to have a
program. Even if you are not required to comply with the Drug-Free Workplace Act, it
provides guidelines that you can use to develop a drug-free workplace program.
If you have questions about whether you are required to have a program in your
workplace, call the CSAP’s (Center for Substance Abuse Prevention) Workplace Helpline
at 1-800-WORKPLACE for assistance. The Helpline is a free and confidential service of
the Center for Substance Abuse Prevention, an agency of the Federal Department of
Health and Human Services.
Drug-Free Workplaces: Other Elements
Many drug-free workplace programs go beyond having a policy and providing education about
alcohol and other drug abuse. Some other options are listed below:
Training for Supervisors, Stewards, Managers, and Business Agents. In larger workplaces,
people in supervisory positions are often closest to employees; therefore, they are usually the best
ones to be responsible for implementing the policy and increasing employee awareness about
alcohol and other drugs. To do this, they will need the right knowledge and skills.
For further information about training and education, see Tip Sheet #6 and #7, the Supervisor’s
Guide, and the Employee Fact Sheets.
Employee Assistance or Referral Programs. In some cases it may be necessary to refer troubled
employees for treatment or counseling. Increasingly, employers do this through an employee
assistance program (EAP). An EAP can help to connect troubled employees with counseling or
treatment for alcohol, drug, and other problems. EAPs can also assist with related personal and
family problems.
For further information on EAPs, see Employer Tip Sheet #8 and #10 as well as the resource lists in
the Supervisor’s Guide and the Employee Fact Sheets.
Drug Testing. Drug testing may be required by Federal, State, or local regulations. Some
employers choose to test even when it isn’t required. In some cases, testing is included in
agreements between employers and unions.
For further information on testing, see Employer Tip Sheet #2 and #9 and Employee Fact Sheet #5.
If You’re Not Required, Why Bother?
Long before there was a Drug-Free Workplace Act, a number of larger employers and unions
offered ways to help employees and their families find help for alcohol and other drug problems.
Even before there were statistics to prove it, employers knew that alcohol and other drug abuse
costs them money. Encouraging employees to find help when they need it saves money. It may even
save an employee’s life, family, or job. Creating a drug-free workplace program or enhancing an
existing program can be an important part of solving one of our country’s most persistent and
serious problems and can lead to a healthier, more productive work force.
Employer Tip Sheet #2
The Components of a Drug-Free Workplace
Program
No two workplaces are the same, and no two employers will take exactly the same approach to
addressing alcohol and other drug abuse. The chart below shows a number of options for starting or
expanding a drug-free workplace program.
Some employers may be interested in only one component; others may want to implement several
or all of them. The decision will depend on the level of concern about the problem, the potential for
alcohol and other drug abuse at the worksite, and the available resources. Remember, there is no
one "right" way to start a drug-free workplace program.
Each component in the chart is explained in greater detail in the following sections of this kit.
Taken together, they provide a comprehensive approach to developing a drug-free workplace
program.
Components of a Drug-Free Workplace Program
Needs Assessment
As with any other organizational change, assessment is the first step. A careful needs assessment
can lead to early program success. The needs of an employer with 200 employees, 75 of whom
drive company vehicles, will be very different from the needs of an employer with only 8
employees who work all day on computers. Local resources also will vary from one community to
the next. For help with assessing needs and resources, see Employer Tip Sheet #4.
Policy Development
A written policy tells everyone the organization’s position on alcohol and other drug abuse and
explains what will happen if the policy is violated. This is the central component of most programs.
Employers often ask if they can "borrow" another employer’s policy and tailor it to their workplace.
While this is certainly possible, it is best to draft a policy that meets your own organization’s
specific needs. Many employers find it helpful to involve supervisors and employee and union
representatives in drafting a policy. These people can offer practical ideas and help to write a wellrounded policy. In general, employees who contribute to a policy are more likely to willingly
comply with it. They’ll also be better able to explain it to others.
For help with policy development, see Employer Tip Sheet #5.
Employee Education
A plan for introducing the drug-free workplace program to employees and for informing them about
alcohol- and other drug-related issues will be important to the program’s overall success. The
educational components in this kit provide the basic facts about alcohol and other drug abuse and
guidelines for informing and educating employees.
For help with the educational component of a drug-free workplace program, see Employer Tip
Sheet #6 and the Employee Fact Sheets.
Supervisor Training
If your organization has managers or supervisors, they can provide valuable support in introducing
and carrying out a drug-free workplace program. They cannot do it alone, however; they will need
guidance, direction, and support.
For assistance with training supervisors, work group managers, or union representatives, see
Employer Tip Sheet #7, the Supervisor’s Guide, and the Employee Fact Sheets.
Employee Assistance Program (EAP)
An EAP is one way for an organization to offer help to employees with personal problems,
including problems with alcohol and other drugs. This component can be a sign of employer
support and a source of improved productivity. Although not every employer will want or be able to
afford an EAP, it is worth considering. Low-cost options for offering an EAP are available, making
this component within reach even for companies with limited resources.
For more information about EAPs, see Employer Tip Sheet #8.
Drug Testing
Some employers believe that a drug-free workplace program and drug testing are the same. In fact,
drug testing is only one possible component of a drug-free workplace program.
Drug testing has its place and can be helpful. It can also be a source of controversy, anxiety, and
concern among employers and employees. Therefore, it is a big decision. A successful drug testing
program requires careful planning, consistently applied procedures, strict confidentiality, and
provisions for appeal.
For detailed information about drug testing, see Employer Tip Sheet #9 and Employee Fact Sheet
#5.
Drug-Free Workplaces: No Two Are the Same
Many options for creating a drug-free workplace program are available to employers. The Employer
Tip Sheets in this kit are designed to help you make the best choices to protect your organization
and the health and welfare of your employees. Just as no two businesses or organizations are
exactly alike, no two drug-free workplace programs will be the same. Shape your drug-free
workplace program to meet the needs of your organization -- for now and for the future.
Checklist For Program Development
___ Assess organizational needs (Tip Sheets #1 through #4)
___ Identify available resources (Tip Sheets #4 and #10)
___ Create a drug-free workplace policy (Tip Sheets #3 and #5)
___ Determine if an EAP will be available (Tip Sheet #8)
___ Determine if drug testing will be included (Tip Sheet #9)
___ Train supervisors (Tip Sheet #7, Supervisor’s Guide, and Employee Fact Sheets)
___ Educate employees (Tip Sheet #6 and Employee Fact Sheets)
___ Evaluate your program (Tip Sheets #3 and #12)
Employer Tip Sheet #3
Hallmarks of Successful Drug-Free Workplace
Programs
Employers who have successfully implemented drug-free workplace programs offered these
suggestions to employers who are just beginning to address the issue of alcohol and other drug
abuse in their own organizations:
Think Things Through
Starting a drug-free workplace program requires careful planning. It’s important to think ahead,
define clear goals for the program, and seek advice from other employers with experience when you
need it. Learn as much as you can about existing programs and policies before you begin.
Involve Employees
Work with your most valuable resource: your employees. They can help get the message out, clarify
goals, and make sure the program fits into the daily reality of your workplace. Showing employees
that you value their input vests them in the program and helps to make it work. Most estimates
indicate that at least 8 out of 10 of your employees are probably not abusing alcohol or other drugs - they are already part of the solution.
Emphasize Fairness
Drug-free workplace programs are serious business. Violating a drug-free workplace policy could
mean that someone will lose a job or not be offered one. Protect your organization with procedural
rules that are clear, fair, and consistently applied. The policy should also include provisions for
appeal. With these steps in place, employees are more likely to support the program and trust that
the employer will carry it out fairly.
Consider the Collective Bargaining Process
Where drug testing is a mandatory subject of collective bargaining, the rules for involvement of
employee representatives are clear. Even when drug testing is not subject to collective bargaining,
or when it is mandated by law, discussing the drug-free workplace policy with union representatives
can be very useful. They may have model programs or other ideas to offer, and they can be very
helpful in communicating program purpose, procedures, and policies to the employees they
represent.
Protect Confidentiality
Employees will support and have faith in your drug-free workplace program when their
confidentiality is protected. If employees choose to tell coworkers about their private concerns (e.g.,
results of a drug test), that is their decision. However, when an employee tells you something in
confidence, you are obligated to keep it between the two of you. To ensure employee support of the
program and avoid legal problems, make confidentiality a priority and spell out the penalties for
anyone who violates it. (See the Supervisor’s Guide for more information about confidentiality.)
Ensure Accurate Testing and Objective Review
If your program includes alcohol or other drug testing, satisfy yourself and your employees that
samples are correctly collected; the chain of custody is flawless; the tests are conducted by properly
trained and supervised laboratory technicians using equipment that is appropriately maintained;
laboratory performance and accuracy is independently reviewed; and results are communicated
through a medical review officer (MRO) trained to render judgments.
Ensure Proper Use of the Program
Fair procedures and provisions for appeal reduce the possibility of misunderstandings between
employers and employees. Train your supervisors to carry out their roles in the drug-free workplace
program appropriately, and review and evaluate their performance in this area to prevent misuse of
the program.
Ask For Legal Review
Whether you write the first draft of your policy yourself or tailor an existing policy to your needs,
having your program, policy, and procedures reviewed by an attorney experienced in labor and
employment matters in your State is extremely important. An attorney can advise you on any
relevant State laws governing drug-free workplace programs or employer testing, and on how the
Americans With Disabilities Act (ADA) may affect your program implementation. An attorney can
also alert you as laws and regulations change over time. (See the Supervisor’s Guide, "Other Issues"
section, for more information about the ADA.)
Pay Attention to the "Human" Factor
A drug-free workplace program that communicates care and concern for employees is more likely
to succeed than one that seems scary or that intimidates employees. Providing assistance for
employees with alcohol or other drug problems is one way employers can communicate that they
care. Not every organization can afford to cover the costs of treatment for alcohol or other drug
abuse; however, you can encourage employees to seek outside help and make it clear that help is
available.
Ensure Good Communication and Ongoing Review
Explain your drug-free workplace program by using a variety of communication strategies. The
message should be clear from the start. Effective ways to communicate include written materials,
charts, meetings, question-and-answer sessions, and a suggestion box. Employers who are
successful at this know it is important to repeat the message periodically, watch how the program
works on a day-to-day basis, invite feedback, and revise the program as needed to meet the specific
needs of the workplace.
Stay Current
Drug-free workplace programs are being studied and improved all the time. Keep current by joining
local drug-free advocacy groups or coalitions. Some trade and professional associations also
provide up-to-date information about drug-free workplace issues. Some employers ask an employee
group to periodically review the program and suggest appropriate changes.
Address Concerns and Barriers
Employers with successful drug-free workplace programs report that they had a number of barriers
to overcome before implementing a successful program. The following are examples of common
barriers you may face as you consider implementing a program:
Is my company too small?
No organization is too small to be concerned about creating a workplace free of the effects of
alcohol and other drug abuse. Problems related to alcohol and other drug abuse can arise in a
workplace of any size, and a workplace without a policy or program is exactly where
problems are likely to occur.
Will a drug-free workplace program cost too much money?
You can be part of the solution without spending a lot of money. Although smaller businesses
usually have fewer resources for hiring outside trainers or for paying for treatment, they can
do something. Free or low-cost assistance is often available. Implementing a drug-free
workplace program in stages is another option; for example, you could begin by establishing
a clear policy that defines the company’s expectations. That way, everyone knows what to do
if an alcohol or other drug problem arises. The materials in this kit offer suggestions to help
you minimize the cost of a program.
Will I be sued?
Drug-free workplace policies, drug testing, and personnel actions that are tied to violating a
drug-free workplace policy are widely accepted employment practices. As long as
confidentiality is protected and the employer implements the policy in a fair and consistent
manner, the chances of being sued are minimal. Again, have your policy and procedures
reviewed by an attorney who is experienced in labor and employment matters in your State -before you put the policy/program in place.
Do I need to bother? . . . Wouldn’t I know if employees were abusing alcohol or other
drugs?
Abuse and addiction are serious, complex, and progressive illnesses. You may not "know"
about an employee’s condition until the later stages of the disease process because that is
when problems related to abuse or addiction become most apparent. So you may or may not
know if employees are abusing alcohol or other drugs.
Organizations that don’t have drug-free workplace programs tend to be places where alcohol
or other drug abusers want to work. Having a program in place now can reduce costly
problems in the future. In addition to all of the other health, safety, and security risks that can
arise, no employer wants to be the employer of choice for people who abuse alcohol or other
drugs.
Will having a program create negative attitudes among employees?
Employees will be concerned and have questions about any new policy or program. Because
of the sensitive nature of a drug-free workplace program, it is important to involve
employees, listen to their questions and concerns, and explain why the decision has been
made to implement a drug-free workplace program in the organization. If the program is
presented in a positive way -- not as punishment -- the chances are good that employees will
respond positively.
Employer Tip Sheet #4
Drug-Free Workplace Programs:
Are They Worth the Time?
What Are the Risks, Costs, and Benefits?
How can you judge if your organization will benefit from a drug-free workplace
program? The following information can help you assess the risks, costs, and benefits
in relation to your own needs and resources.
Assessing Your Workplace
The assessment process is not an exact science. There are no right or wrong answers. One way to
begin an assessment is to analyze the cost of alcohol and other drug abuse, such as health care
utilization costs and losses due to theft, absenteeism, and accidents. Monitoring these same costs
over time can help you assess the impact and success of your drug-free workplace program.
The risks, costs, and benefits will differ with every organization. A careful assessment can show
which program options offer clear advantages and are affordable and which ones are not needed at
this time. The following are some questions you should ask when deciding the best course of action.
What Are the Risks?
Consider for a moment a variety of scenarios in which a substance abuser might affect your
workplace:
Do certain employees perform key functions of the organization?
Brokers handling large sums of money
Technicians monitoring essential equipment such as computers, nuclear power dials,
etc.
Salespersons representing the company
Do you have employees in positions where alcohol or other drug abuse would be
difficult to detect?
Employees who work at home
Traveling salespersons
Home health care workers
Do you have employees in "safety sensitive" jobs?
Driving vehicles
Operating machinery
Managing a place of public entry such as a security checkpoint
Do you have employees in "security sensitive" jobs?
Responsible for inventory or stock
Responsible for ideas, products, plans, and proprietary material
Responsible for financial accounting or cash
Responsible for confidential documents
Then ask: Can you afford to lose a valuable employee who is in trouble?
• Will loss of the employee affect this year’s productivity and bottom line?
• How much will it cost to recruit, hire, and train someone new?
• What do you predict would happen to production and client satisfaction if an alcohol or other
drug abuse problem goes unresolved?
For some employers, one accident, one major financial problem, or one breach of confidentiality
can place the entire operation in jeopardy. If someone in your workforce is not fit to perform his or
her job because of alcohol or other drug abuse, the risk may be significant.
What Are the Benefits?
Drug-free workplace programs can have both short- and long-term benefits. Employers who have
already started drug-free workplace programs report significant benefits:
Short-Term Benefits:
Cost savings and incentive programs offered by
Medical and health insurance carriers
Property, casualty, and liability insurance carriers
Workers’ Compensation insurance carriers
Less chance that a current user/abuser will apply for a job or be hired
Ability to respond quickly when problems with alcohol or other drug abuse arise
Fewer accidents
Fewer disciplinary actions
Reduced losses due to absenteeism, theft, and fraud
Long-Term Benefits:
Improved employee morale and productivity
Lower costs due to losses and errors
Reduced costs of insurance claims
Greater employee awareness about alcohol and other drug abuse as well as other
health issues
Earlier identification and resolution of problems affecting job performance
Decreased legal costs and costs of hiring and training new employees
The Costs of Alcohol and Other Drug Abuse
In 1989 the Department of Labor took a comprehensive look at the costs of alcohol and other drug
abuse in the workplace. Some costs were easy to see. Others were hidden costs employers might not
normally think about. The list below offers a basis for assessing the possible costs of alcohol and
other drug abuse in your workplace:
Absenteeism
Wages paid for days absent or for time tardy
Wages paid for temporary staff to fill in
Accidents/Damage
Wages paid for days absent
Wages paid for unproductive hours during downtime
Wages paid for temporary personnel
Increased expenses for medical claims
Cost of replacing damaged equipment
Legal fees, court fees, investigative fees, travel costs
Health Care
Increased costs for insurance, physicians, and hospitalization
E l
ti l t
Administrative costs
Theft/Fraud
Wages paid for unproductive hours during downtime
Cost of repairing damage or replacing stolen items
Cost of hiring security services and/or consulting services
Legal fees, court fees, investigative costs, travel costs
In addition, business opportunities may be lost because people are not on the job or are not fully
productive. Another major cost is the time spent by coworkers, supervisors, and administrators who
must find ways to get the work done when someone is not pulling his or her weight.
Keep in mind that while there may be more cases of alcohol and other drug abuse in larger firms
than in smaller ones, a single troubled employee can have a major impact on a smaller firm.
Calculating the Cost of a Drug-Free Workplace Program
A common response to the idea of a drug-free workplace program, especially among smaller
organizations, is "Fine, I’d like to do something, but what will it cost me?" The costs will vary
depending on how much you want to do (a decision based on your assessment of the risks), how
much help you can get from your local community and other resources, your geographic location,
whether or not you hire consultants, and other details of your overall program. As you review your
costs, keep in mind that a drug-free workplace program will also bring the benefits listed in the
previous section.
A drug-free workplace program could include costs for:
Policy development and review
Employee education and training
Supervisor training
Employee assistance
Drug testing
To find out how much your particular program will cost, use the worksheet above. First, break the
program into components or tasks, then estimate the number of hours that might be spent by you or
others on each one and multiply by the hourly rates. Below are some of the tasks that are typically
involved in developing a program:
• Write a policy or develop a program with the assistance of this kit and technical advice from
CSAP’s Workplace Helpline (1-800-WORKPLACE). Costs should include a review by your
attorney.
• Train your supervisors or employees yourself, using the materials in this kit to assist you.
• Consult with other employers in your area who are addressing the problem of alcohol and other
drug abuse in the workplace. Work together on shared program costs to save time and money.
• Create an employee team to develop a policy and implement training under your direction.
• Ask your insurance company for assistance with developing a program and educating
employees. Also, ask for help in reviewing alcohol and other drug abuse treatment options that
may be covered under your insurance plan.
• Hire a counselor or substance abuse expert by contacting a local hospital, treatment center, or
employee assistance program provider. Ask for help with developing your policy and/or
providing training to your supervisors, who would then train your employees. Treatment options
for troubled employees or referrals to treatment facilities might also be included.
• Consult a local drug-free workplace consortium for help.
You CAN Do Something
Even the smallest organization with minimal resources can support a drug-free workplace. For
example, even if you can’t offer insurance coverage for treatment, you can help your employees and
save rehiring and retraining costs by:
• assuring employees continued employment if they successfully seek treatment on their own for
an alcohol or other drug abuse problem;
• offering sick or unpaid leave while they are recovering;
• helping employees find the best local treatment for the cost; and/or
• offering to share the cost of treatment.
Can You Make a Personal Commitment?
The employers and employees who contributed to this kit repeatedly emphasized that a key
ingredient of a successful drug-free workplace program is a personal commitment to the program.
Comments like the following indicate the importance of commitment by the organization’s
leadership.
"The employer needs to be a
role model for a company
with a drug-free program -no more three-martini
lunches."
"A workplace will only be drugfree if the program applies to
everyone -- employees,
managers, and owners alike."
"There can’t be any
favoritism or bias -- the
program has to treat
everyone who might need
help in the same way."
Any employer who plans to do something about alcohol and other drug abuse should ask a few key
questions:
• Am I ready to be a role model? Can I set the example that I want everyone to follow?
• Can I ensure that my program will apply to all levels of the organization?
• Am I ready to support the program and the policy for all employees, not just those in favored
positions? Conversely, am I willing to insist that troubled employees get help, regardless of
their rank?
Weighing the Risks, Costs, and Benefits
With the risks, costs, and benefits in mind, only you can decide the best course of action for your
organization. Below is a sample of what other employers have found:
"Like any company, I found that I wasn’t immune to substance abuse. My best worker got
himself in trouble, and I just couldn’t sit back and do nothing. I created a policy, informed my
managers, and had them tell the employees exactly what the company expected and the
consequences of drug use on the job. I can’t offer treatment, but I give time to recover -- it’s
better than trying to replace good people. Sure it costs me something -- but my employees
seem grateful that I took action and now everyone knows what to expect."
Owner of a data processing company
"At first it seemed like too much trouble. But I called my insurance company and got help from
some other employers in the area who were dealing with this problem. It isn’t so hard, and
although my employees were surprised when I first told them about the program, they seem
fine about it now, even relieved -- not to mention that in the last 2 years, my insurance costs
and absenteeism have both gone down."
Owner of a print shop
"At the very least, a drug-free workplace program means that when a substance abuse problem
comes up, everyone knows what to do. For me, a quick response and the prevention of a single
transaction mistake or theft means the difference between a good bottom line and a
disappointing one."
Manager of a real estate company
"I just can’t do all of the parts of a full drug-free workplace program right now. But I’ve
learned a lot about this issue. I know that, at best, a drug-free workplace program can save a
life. For some employees, awareness -- asking questions about themselves and drugs -- and
knowing that my policy is there can open the door to change. I can encourage them to seek
treatment. I really believe that a worker who is recovering is a productive worker, and better
than no worker or someone who doesn’t know the job."
Manager of a chemical company
"Boiled down, what I’m saying to my employees is this: The safety, health, and productivity of
this workplace, the employees, and the public are all things I value highly, and threatening
them by using or abusing substances puts your employment at risk. If you don’t listen, you
could be disciplined or lose your job. I’ll answer whatever questions you have because this is
important. That’s it. That’s the bottom line."
Owner of a trucking company
Employer Tip Sheet #5
Creating a Drug-Free Workplace Policy
A written drug-free workplace policy is one of the essentials of an effective program. Nevertheless,
employers interested in creating a policy for the first time share some common concerns.
Why Put the Policy on Paper?
A written policy helps both the employer and employees to focus on important details. Other
reasons for putting the policy in writing include:
• It may be required -- for example, by the Drug-Free Workplace Act or by an insurance carrier.
• It makes legal review possible.
• It provides a record of the employer’s effort and a reference if the policy is challenged.
• It may protect the employer from certain kinds of claims by employees.
• A written policy is easier to explain to employees, supervisors, and others.
Can a Policy Be Borrowed From Someone Else?
If policies for similar organizations or work settings are available, it may not be necessary to
develop one from scratch. Sample policies are likely to be found through a variety of sources: from
other employers, through community alcohol and other drug organizations, or from CSAP’s
Workplace Helpline at 1-800-WORKPLACE, which can provide copies of sample policies.
Before you adopt an existing policy, however, make sure it fits your organization and your
priorities. Also, consider contacting the employer who wrote the policy to ask a few questions:
• Is the policy still in place?
• Has it been changed in any way? How? Why?
• What aspects of the policy have been most successful? Least successful?
• Have there been any implementation problems? How were they solved?
A borrowed policy may not contain everything you need. When modifying or adopting an existing
policy, consider these questions before you start to cut and paste:*
• Are there Federal, State, or local laws/regulations that apply to my workplace?
• Are any of my employees covered by the terms of a collectively bargained agreement?
• What philosophy and goals should the policy emphasize? Prevention? Punishment? Treatment?
• Who will be covered by the policy? All employees? Employees in certain jobs? Consultants?
Contractors?
• What substances and behaviors will be prohibited?
• Will the policy include any form of drug or alcohol testing?
• When will the policy apply? During work hours? At events after hours?
• Where will the policy apply? In the workplace? Outside the workplace while on duty? Off duty?
• Who will implement and enforce the policy?
* Adapted from "Guide for Drug Free Workplace Policy Makers: Issues, Options, and Models," Center for
Substance Abuse Prevention, Substance Abuse and Mental Health Services Administration, U.S. Department of
Health and Human Services, 1992.
Where To Go For Help
Drug-free workplace groups and coalitions in your community may have model policies or be able
to connect you with other employers who already have a policy or program in place. Since the
Drug-Free Workplace Act was passed, many local and national programs have been set up to help
employers create effective policies. Many of these programs were created by and for employers in
your community. Finding these resources may take more than one telephone call or letter, since
there may not be a centralized list in your State or local area:
•
•
•
•
•
•
Look in the phone book under your city or town’s name and
look for entries like "Drug-Free Business Initiative" or
"Coalition for Drug-Free Workplaces."
Call or write your State’s office for alcohol and drug abuse
services and ask if they have a list of groups in or near your
community.
Call or write your local mayor’s office, police department
community relations office, office of economic development,
or business relations office and ask if they have a list of
coalitions.
Call or write your State or local Small Business
Administration and ask if they know of resources or
consortia in your area.
Call or write your chamber of commerce or business, trade,
or professional association and ask if they have services to
help employers start a drug-free workplace program.
Call CSAP’s Workplace Helpline at 1-800WORKPLACE.
What Belongs in a Policy?
Whether you create your own policy or decide to adopt all or
part of someone else’s, a successful policy will include the
following:
A Rationale
The reason for the policy
What it is designed to do
How it was developed
Expectations and Prohibitions
"We are a small, family-owned
company with many long-term
employees. In the back of our
minds, we always knew that if
an employee had an alcohol or
drug abuse problem we would
do everything we could to help
him or her find treatment, but
we didn't have a written policy.
Then one day someone who had
been with our company for 3
years came to us about an
alcohol problem. We realized
that we didn't know where to
send her or whether we could
hold her job while she went for
treatment. It motivated us to put
our policy in writing. The
process of formalizing the
policy helped us look for more
information about drug-free
workplace programs, think
about our options and
procedures, and then tell our
employees about the company's
policy in case this happened
again."
Owner of a printing company
The employee behaviors that are expected
Exactly what substances and behaviors are prohibited
Consequences and Appeals
Precisely what will happen if an employee violates the policy
Procedures for determining if an employee has violated the policy
How appeals will be handled
Benefits and Assurances
Efforts to help employees comply with the policy
How requests for help will be handled
How employee confidentiality will be protected
How fairness and consistency will be maintained
Should You Invite Others To Help?
It pays to involve employees and others in developing the policy. Employers continually find that
when employees have been consulted about a new policy and believe their voices have been heard,
they are more likely to cooperate. Some employers set up a task force or employee group to help
develop their policy. Others solicit broad review and comment before adopting a policy. When
employees are represented by a union, the policy may be an issue for collective bargaining. Union
representatives can offer ideas and programs that will make the policy operate more smoothly.
Before You Put a Policy in Place
It’s always advisable to have a draft of a new drug-free workplace policy reviewed by an attorney
experienced in labor and employment matters. Implementing the policy will have implications for
the job security of employees with alcohol or other drug problems. Given the potential
consequences of violating the policy, legal review is critical. Legal review is also important because
of the growing and ever-changing body of laws and regulations about drugs in the workplace.
Employer Tip Sheet #6
Employee Education
Educating your employees about alcohol and other drug abuse is important:
• It gives the program a high priority and says that everyone in the organization needs to be
involved"
• It fosters a spirit of cooperation -- "We’re all in this together."
• It helps to dispel myths about alcohol and other drug abuse and acknowledges the impact of
substance abuse on friends, family members, and coworkers.
• It encourages employees to buy into the program and reinforces the importance of addressing
alcohol and other drug abuse in the workplace.
Setting the Tone
Your employee education program will be more effective if it doesn’t sound like a "from the topdown" mandate. How you communicate with employees and the tone you take will be crucial to the
success of your program.
A positive approach...
. . . lets employees know the program is intended to improve the work environment for
everyone. The message is:
"This is OUR problem, and here’s how WE can solve it."
. . . supports employees:
"If you have a problem, we want to give you a chance to get help."
A negative approach...
. . . takes a more punitive, judgmental attitude. The message is:
"You’d better watch out or you might be in trouble. We have our eye on you."
. . . threatens and scares employees:
"One mistake and you’re out of here."
Setting a positive tone doesn’t mean you have to coddle alcohol or other drug abusers. Some
employees may need counseling or drug treatment. Although the majority of your workforce
probably do not have alcohol or other drug problems, most employees welcome an organization’s
efforts to help employees who do need it.
When and Where
There is no one right way to educate your employees. You may want to start with a modest effort.
Over time you may choose to add other elements to the program. Employee education can include
the following elements:
• A meeting with staff members or department heads to explain the organization’s policy and the
drug-free workplace program
Informational materials about the company’s program and about alcohol and other drug abuse -pamphlets, flyers, paycheck stuffers, home mailings, free videos, and so on
• Posters and signs reminding employees that yours is a drug-free workplace and that your
worksite promotes healthy activities like smoking cessation, regular exercise, and good eating
habits.
The most important point is to keep the focus of the program clear and consistent. Several small
steps toward employee education throughout the year are better than one large meeting with no
followup.
•
Who
Even though this section of the kit is about employee education, everyone benefits from education
about alcohol and other drug abuse. Owners and top management, supervisors, and employees at all
levels need to know about the problems associated with substance abuse and the benefits of a drugfree workplace program. To ensure the success of your drug-free workplace program, ask all upperlevel managers to become familiar with the Employee Fact Sheets and the Supervisor’s Guide
provided in this kit.
The Minimum
When resources for employee education are limited, at a minimum you need to inform your
employees about the company’s drug-free workplace policy. A policy briefing should address the
following:
• The rationale for the policy -- what the law requires, why the program is important to your
organization, and the cost of alcohol and other drug problems in the workplace
• Details of the policy, including the consequences for violating it
• Available help for employee problems, such as an employee assistance program (EAP), if
applicable, or referral to other local resources.
Providing your employees with some basic information about alcohol and other drug abuse also
reinforces your policy and communicates that you care about their welfare. Extending the education
to their family members can promote that concept, and can improve the chance that a troubled
employee will be identified by a spouse or child. Providing basic information can be done through
brief meetings, brochures and other written materials, videos, home mailings, and so on. The
content might include the following:
• Hazards of alcohol and other drug abuse in the workplace (increased accidents, decreased
productivity, etc.)
• How to recognize a potential alcohol or other drug problem of coworkers, family members, or
friends (what to do and what not to do)
• The nature of alcohol or other drug abuse and some ways addiction can be treated
• Available resources within the organization or in the community.
A variety of informational items are provided in this kit. See the Supervisors’ Guide and the
Employee Fact Sheets for more information about alcohol and other drug abuse, addiction, and
recovery, and for telephone numbers of helpful resources. National, State, and local resource
organizations also offer free informational materials.
Employee Education Planning Checklist
___ Obtain and review materials. (See the Employee Fact Sheets and Supervisor’s Guide for
resources.) Also, some publishing companies sell pamphlets to businesses. See the Employee Fact
___ Tell the person who will be distributing the materials to fill in the local resource phone
numbers in the spaces provided on the last page of each Employee Fact Sheet and on the posters.
___ Plan for informational sessions or distribution of materials over the long term (rather than a
one-shot presentation).
___ Involve key staff in planning and followup.
___ Schedule followup meetings and/or distribute materials on a regular basis.
___ Provide referral and resource lists.
Employer Tip Sheet #7
Supervisor Training
The Supervisor’s Role
Supervisors have a variety of responsibilities within a drug-free workplace program. Supervisors
should:
• Know the organization’s program and policy, including the rationale for the program and
specific details about drug testing procedures, if applicable, as well as other components
• Be able to explain the program to employees
• Know where to refer employees for help and information
• Understand and accept the importance of supervision as a tool for implementing the policy -recognizing that the supervisor is the best judge of employee performance.
Supervisors are not expected to provide substance abuse counseling. Neither should they try to
diagnose alcohol or other drug problems. If a supervisor suspects an alcohol, drug-related, or other
problem, particularly as evidenced by poor job performance or conduct, the employee should be
referred for professional evaluation and assistance.
The Supervisor: Enforcer or Advocate?
Because an important responsibility of supervisors is to observe and evaluate employee job
performance, they can be effective advocates for employees. They can encourage employees to
deal with work-related problems that may or may not be connected with alcohol or other drug
use. They also can suggest sources of help and support, such as an employee assistance program
(EAP) or local treatment program, when an employee has problems.
If an employee has been given a chance to improve job performance but hasn’t changed his or her
behavior, the supervisor may need to take a more forceful approach. Still, the emphasis should be
on improving the employee’s job performance, not on judging the employee.
What Supervisors Need To Know
All supervisors should be provided with basic information about the program and their role in
carrying it out. This includes:
• The rationale and specific details of the program startup and implementation
• The supervisor’s specific responsibilities for initiating and carrying out the drug-free workplace
policy and program
• Ways to use the Employee Fact Sheets and/or posters and decal in this kit as a source of
information and employee education
• How to recognize and deal with employees who have job performance problems that may or
may not be related to alcohol or other drugs, including personal and family problems.
Guidelines For Effective Supervision
Be attentive.
Be ready to recognize employee problems (e.g., accidents, frequent lateness, mood
swings) that may or may not be related to alcohol or other drug abuse.
Observe.
Focus on specific aspects of job performance.
Document.
Keep an ongoing record of the employee’s performance.
Focus on job performance.
Avoid judging, diagnosing, or counseling the employee.
Be thoughtful.
Stay nonjudgmental and recognize the employee’s point of view.
Be straightforward.
Stick to the facts of job performance; don’t get sidetracked.
Be consistent.
Follow the same procedures for all employees.
Maintain confidentiality.
Discuss employee problems in private and keep the discussion between the two of you.
Refer.
Encourage troubled employees to seek help from the resources available in the
workplace or the community.
0.
Follow up.
Continue to assess employee job performance over a period of time.
How To Provide Supervisor Training
Supervisor training can be provided in a variety of ways, depending on available time and
resources. These can include:
• Training the supervisors yourself
• Having a consultant from a local community agency or EAP conduct the training (they may
offer role playing and other training methods that are not possible with written materials only)
• Using the Supervisor Materials and Employee Fact Sheets in this kit, as well as any other
materials provided by the employer or a consultant.
Supervisor Training Checklist
___ Decide how supervisor training will be done -- where, when, by whom, and with what
materials.
H ld
ti
t i f
i
b
t th d
f
k l
th
organization’s policy, and their role in carrying it out.
___ Distribute the Supervisor’s Guide and Employee Fact Sheets.
___ Instruct supervisors to fill in the local resource phone numbers on the last page of each
Employee Fact Sheet before distributing them (if you have not already done so yourself).
___ Schedule followup training or use the materials in this kit as self-instructional
guidance.
___ Follow up with additional resources, booster sessions, question-and-answer sessions,
and program review.
Employer Tip Sheet #8
Employee Assistance Programs
Employee assistance programs (EAPs) are one of the most effective ways to deal with alcohol and
other drug problems in the workplace. They can enhance the work climate of an organization and
promote the health and well-being of everyone involved.
EAPs are usually multifaceted programs designed to assist employees with personal problems that
affect their job performance. Although some EAPs focus primarily on alcohol and other drug
problems, most EAPs address a wide range of employee problems: stress, marital difficulties,
financial trouble, and legal problems. Most EAPs offer a range of services: employee education (onsite or off-site), individual and organizational assessment, counseling, and referrals to treatment.
EAPs can also train supervisors for your program. In general, the more comprehensive the services,
the more the EAP provider will charge for them.
Types and Costs of EAPs
EAPs come in a variety of shapes and sizes and the cost will vary accordingly. Factors include the
types of services provided, the number of employees, the type of industry, regulatory requirements,
drug testing policy, location, and family coverage. Just as an example, the chart below indicates
average costs for an EAP in the Washington, DC, area.
Annual EAP Costs per Number of Company Employees
Number of
Employees
Cost
Range
Cost
Mean
Number of
Employees
Cost
Range
Cost
Mean
More than 5,000
$14-25
$20.29
100-250
$24-60
$32.70
1,000-5,000
$17-39
$20.42
26-100
$29-75
$36.70
500-1,000
$21-36
$25.00
Fewer than 25
$30-100
$50.00
250-500
$23-45
$27.31
Consortium
$10-25
$18.00
Estimates are from Corporations Against Drug Abuse, a Washington, DC, consortium and nonprofit
organization.
"As a manager, I believe there are many benefits of an EAP. One of the first changes I noticed
was an improvement in employee attitudes. Over time, patterns of tardiness and absenteeism
have lessened, and I’ve noted an improvement in coworker and customer relationships. It’s
been 2 years since we implemented the EAP, and we’ve also begun to see a decrease in benefit
dollars spent. Workers are sick or late less often, our accident rate has decreased, we have fewer
Workers’ Comp. claims, and our overall health care utilization has been reduced."
Manager, large retail corporation
"In a big company, when an employee has a drug or alcohol problem that affects his or her
work, other employees can usually take up the slack. In my company of 10 people, if one
employee is unproductive because of alcohol or other drugs, my business suffers. I can’t afford
to lose time and money due to an employee’s drug problem; but hiring and training a new
employee can be expensive. I joined an EAP consortium, and now I can afford to offer my
employees help."
Owner, computer graphics company
Types of EAPS:
Internal/In-House Programs.
These are most often found in large companies with substantial resources. The EAP staff is
employed by the organization and works on-site with employees.
Fixed-Fee Contracts.
Employers contract directly with an EAP provider for a variety of services, e.g., counseling,
employee assessment, and educational programs. Fees are usually based on the number of
employees and remain the same regardless of how many employees use the EAP.
Fee-for-Service Contracts.
Employers contract directly with an EAP provider, but pay only when employees use the services.
Because this system requires employers to make individual referrals (rather than employees selfreferring), care must be taken to protect employee confidentiality.
Consortia.
An EAP consortium generally consists of smaller employers who join together to contract with an
EAP service provider. The consortium approach helps to lower the cost per employee.
Peer-Based Programs.
Less common than conventional EAPs, peer- or coworker-based EAPs give education and training,
assistance to troubled employees, and referrals -- all through peers and coworkers. This type of
program requires considerable education and training for employees.
Benefits of EAPs
Employee assistance programs offer a variety of benefits:
•
They can assist with policy development, employee education, and supervisor training.
•
They can take the pressure off supervisors and managers, who feel responsible when
employees’ personal problems affect job performance.
•
They offer an alternative to firing, thereby saving the costs of recruiting, rehiring, and
retraining.
•
They offer access to treatment for employees with problems that affect their job
performance.
•
They have been linked to decreases in accidents, Workers’ Compensation claims,
absenteeism, health benefit utilization, and turnover rates.
•
They can assist employers in complying with drug-free workplace laws.
"Using an EAP helps us prevent an employee’s personal problems from leading to costly
declines in performance and productivity. The EAP counselor can often identify and resolve
employees’ personal problems in the early stages. This allows our employees to return to their
normal level of productivity in a timely manner."
Partner in a law firm
"When we first started using an EAP, I assumed it would be the employees with chronic job
performance problems who would use the service the most. However, when we reviewed the
program at the end of the first year, we discovered that the majority of the employees who used
the EAP were self-referred. When annual reviews were conducted, several supervisors noted
an overall improvement in productivity and employee morale."
Manager of a bank
Finding a Qualified EAP Provider
EAP Professional Associations
The first step in implementing an EAP is to find a qualified service provider. Currently there are no
national licensure programs for EAP providers, although several States are considering such
programs. Two professional associations, the Employee Assistance Professionals Association
(EAPA) and the Employee Assistance Society of North America (EASNA), have developed
certification procedures for EAP providers. The Certified Employee Assistance Professional
(CEAP) credential indicates satisfactory knowledge about addictions, intervention, and related
skills. For a fee, EAPA and EASNA can also provide directories of EAP providers by area or
region.
EASNA (810) 545-3888
EAPA (703) 522-6272
Other Ways To Locate EAP Services
"I was afraid the EAP would require us to set up a prepackaged program that would cost a lot
of money. Instead we worked out a program where employees can receive three sessions for
assessment and short-term counseling. Then, if the problem is more serious, the EAP will refer
the employee to an appropriate treatment program in the community."
Manager, printing company
A variety of options are available for identifying EAP services. These options include contacting
organizations that describe themselves as EAPs and contacting other sources of health care.
Consider the following possibilities:
•
Join with other employers and contract with an EAP provider. Consult the Yellow Pages
(look under "employee assistance programs" or "drug abuse information and treatment
centers"), contact your chamber of commerce or trade association, or call CSAP’s
Workplace Helpline at 1-800-WORKPLACE.
•
Call local hospitals and ask about available EAP services.
•
Contact a health maintenance organization (HMO) that provides alcohol and other drug
abuse treatment services and ask about EAP possibilities.
•
Contact a local mental health or substance abuse professional in private practice and
negotiate a contract for EAP services.
•
Inquire if insurance carriers cover EAP services or can help to identify local or regional
EAP providers.
•
Talk with other employers who have successful EAPs.
Questions To Ask
Not every EAP will be right for every organization. To determine whether or not a particular EAP
will be able to meet your specific needs, ask the EAP provider the following questions:
•
Do the staff members who will be assigned to my organization hold the CEAP credential?
•
Do members of your staff belong to a professional EAP association?
•
What is the education level of each member of your staff?
•
Do you have references that we can contact?
•
Do you provide on-site employee education and supervisor training services?
•
What cost/fee programs do you offer?
•
Will you do on-site visits? Are you able to conduct a needs assessment of our organization?
•
What types of counseling services are available to employees? How many sessions?
•
How easy will it be for employees to use the EAP? Where and how often is the EAP
available to employees?
•
To which programs and services do you make referrals—and why?
•
Does the EAP have a system for evaluating the effectiveness of the program?
Secure support and endorsement for the idea from top
managers.
Review financial resources and determine a budget for
the EAP.
Checklist
for Starting
an EAP
Identify the organization’s rationale and goals for the
EAP. What needs do you want the EAP to meet?
Identify and select a service provider that is right for
your organization.
Write an EAP policy and procedures statement and
distribute it to all employees.
Schedule a meeting with employees to answer questions
and discuss the services available from the EAP.
Arrange for periodic program evaluation to take an
objective look at the EAP’s operation and performance. For example:
How many employees are using the EAP? How many are self-referred
versus those who are referred by supervisors? What services are being
provided? What benefits have resulted from the EAP?
For other tips on finding and using EAP services in your community, see Employer Tip Sheet #10.
Employer Tip Sheet #9
Drug Testing
What is Drug Testing?
Drug testing is one way you can protect your workplace from the negative effects of alcohol and
other drug abuse. A drug testing program can deter people from coming to work unfit for duty and
also discourage alcohol and other drug abusers from joining
your organization in the first place.
Some employers believe that a drug-free workplace
"Drug testing was a big decision for
program and drug testing are one and the same; however,
me, and I had a lot of questions: Is it
drug testing is only one element of a program. Drug testing
legal to drug test my employees?
may be appropriate for some organizations and not others.
How should I go about informing my
In some cases drug testing is required; in others, it is
workers that we’re implementing this
optional (see Employer Tip Sheet #1 and #2). When drug
new policy and program? How much
testing is optional, the decision about whether or not to test
will it cost? What do I do if an
will depend on a variety of factors such as the cost,
employee tests positive? Do I have to
appropriateness, and feasibility.
offer treatment? Can we afford to
help employees with drug problems?
WHY Drug Test?
Fortunately, I knew another business
When considering a drug testing program, the first question
owner in my community who had
to ask is, "Am I required to drug test some or all of my
recently started a testing program. I
employees?" If not, then ask, "Are there other reasons I
called her for advice, and she was
should consider drug testing?" Below are some of the most
able to give me some resources to get
frequent reasons employers give for having a drug testing
started.Iquot; Owner,
program:
manufacturing company
• To comply with Federal regulations, e.g., the
Department of Transportation, Department of Defense,
Nuclear Regulatory Commission, and Department of Energy
• To comply with customer or contract requirements
• To comply with insurance carrier requirements
• To match other employer efforts, and to minimize the chance of hiring employees who may be
users or abusers
• To reinforce the company position on "no drug use"
• To identify current users and abusers and refer them for assistance
• To establish grounds for discipline or firing
• To improve safety
• To convince "casual users" that the cost of using is too high
• To deter "recreational" drug use that could lead to addiction
• To reduce the costs of alcohol and other drug abuse in the workplace
• To give recovering users another reason to stay sober (relapse prevention).
When Should You Drug Test?
Below are examples of situations in which drug testing might be appropriate or
necessary:
P
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ti
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lt
Goal: To decrease the chance of hiring someone who is currently using or abusing drugs.
Pre-Promotion Tests. Testing employees prior to promotion within the organization.
Goal: To decrease the chance of promoting someone who is currently using or abusing drugs.
Annual Physical Tests. Testing employees for alcohol and other drug use as part of their
annual physical.
Goal: To identify current users and abusers so they can be referred for assistance and/or
disciplinary action.
Reasonable Suspicion and For Cause Tests. Testing employees who show obvious signs of
being unfit for duty (For Cause) or have documented patterns of unsafe work behavior
(Reasonable Suspicion).
Goal: To protect the safety and well-being of the employee and other coworkers and to provide
the opportunity for rehabilitation if the employee tests positive.
Random Tests. Testing a selected group of employees at random and unpredictable times.
Most commonly used in safety- and security-sensitive positions.
Goal: To discourage use and abuse by making testing unpredictable, and to identify current
users and abusers so they can be referred for assistance and/or disciplinary action if needed.
Post-Accident Tests. Testing employees who are involved in an accident or unsafe practice
incident to help determine whether alcohol or other drug use was a factor.
Goal: To protect the safety of the employees, and to identify and refer to treatment those
persons whose alcohol or other drug use threatens the safety of the workplace.
Treatment Followup Tests. Periodically testing employees who return to work after
participating in an alcohol or other drug rehabilitation program.
Goal: To encourage and ensure that employees remain drug-free after they have completed the
first stages of treatment.
How To Implement a Drug Testing Program
An effective drug testing program needs a drug testing policy. This may be part of the
organization’s drug-free workplace policy, or it may be a separate document. It should be
distributed to all employees. The best protection against future legal challenges is to write a policy
that is as detailed and specific as possible.
What Should a Drug Testing Policy Include?
The Drugs You Are Testing For
Laboratories can test for a wide variety of drugs. Generally, employers test only for those that are
most commonly used and abused: cocaine, phencyclidine (PCP), opiates, amphetamines, and
cannabinoids (marijuana). Some employers also test for alcohol.
Who Will Be Tested and Under What Conditions
While the overall drug-free workplace policy should apply to everyone in an organization, the drug
testing policy may apply only to some employees. Therefore, the testing policy should clearly
identify the employee positions included in the testing program. The policy should also indicate
under what circumstances employees in each position will be tested.
Employers who are required to drug test by one or more Federal agencies should refer to the
specific regulations to determine the types of testing that are required (i.e., random, post-accident,
etc.). Employers whose employees are members of a union or collective bargaining unit should
know that unless drug testing is required by law or regulation, it will likely be a mandatory subject
of bargaining.
The Consequences of Testing Positive or Refusing To Take a Test
Before beginning a drug testing program, carefully consider how you will handle a positive drug
test result. The actions that will be taken in response to a positive drug test should be clearly
detailed in the written policy. Although there are many options, common responses include
referring the employee for treatment, disciplinary measures, or discharge.
Examples: If an applicant tests positive, she or he is usually denied employment. Some employers
will allow the applicant to reapply after a period of time (e.g., 3 months). If an employee tests
positive as part of a post-accident or reasonable suspicion test, the first response should be to
remove that person from his or her position, especially if the job is safety-related.
An employee who tests positive may be given paid or
unpaid leave and referred to the employee assistance
program (EAP) or other substance abuse assessment
service, if available. Some employers automatically
discharge anyone who tests positive. Usually, refusing
to provide a sample for testing or attempting to tamper
with, contaminate, or switch a sample is considered
grounds for discipline or discharge.
It is important to have guidelines in place that explain
the organization’s procedures for appeal should an
employee test positive. The appeal process will vary
depending on the nature of the work done, State laws,
contractual requirements, etc. It is essential, however,
to provide written guidelines for how such situations
will be handled. See Tip Sheet #10 for resources to
help you determine the most appropriate process.
Who Pays for the Drug Test
Normally, employers pay for drug tests. Sometimes
employers require the employee to pay for the test,
and if the results are negative, the employer
reimburses the employee. 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. While the cost may be slightly
higher than with a noncertified laboratory, the added
security and accuracy will protect you in a court of
law should a test result be challenged. Contact
CSAP’s Workplace Helpline at 1-800WORKPLACE to find a DHHS-certified laboratory
in your area.
Drug Testing Procedures
A clear written description of the procedures that will
be used for drug testing should be included either in
the drug testing policy or in a separate document. For
organizations doing contract work, the procedures
may vary from one contract to the next and would best
be outlined in a separate document. Below are
examples of the type of information to include:
• Where employees will give their samples (name
and phone number of the collection site)
• Where the samples will be tested (name and phone
number of the testing laboratory)
• How results will be reported (will the laboratory
contact the individual, or will a designated person
in the company tell the employee?)
Employers will also want to know these terms:
• Chain of Custody. A chain of custody form is
used to document the handling and storage of a
urine specimen from the time it is collected until
the time of disposal. This form links the individual
Drug Testing Methods
Several different methods of drug testing
are available. Each has its advantages and
disadvantages.
Urine Test:
The most common form of drug testing is
to analyze a sample of urine for traces of
drugs. A positive test result only indicates
that a drug was used sometime in the
recent past; it does not tell whether or not
the person was under the influence when
giving the sample.
For detecting alcohol, a urine test is
accurate but is not used because it
correlates poorly with blood levels when
usual collection procedures are used.
Blood Test:
A blood test measures the actual amount
of alcohol or other drugs in the blood at
the time of the test. Unlike the urine test,
the results tell whether or not the person
was under the influence at the time the test
was done.
Saliva and Hair Tests:
Researchers have begun studying the
testing of hair and saliva to detect alcohol
and other drug use. Early results suggest
that testing saliva may be a valid testing
method. The accuracy, reliability, and
interpretation of hair testing have not yet
been determined.
Breath-Alcohol Test:
A breath test is currently the most
common method of testing for alcohol.
The results tell if the individual is under
the influence of alcohol at the time the
breath sample is taken. Alcohol stays in
the body for a relatively short period of
time; therefore, unless a person is under
the influence at the time the specimen is
collected, a breath test for alcohol will not
detect abuse off the job (which can affect
on-the-job performance).
to the urine sample. It is written proof of everything that happens to the specimen while at the
collection site and the laboratory.
• Confirmation Tests. The first test of a urine sample is called an initial test. This test is fairly
accurate and reliable but can also detect over-the-counter medications. Therefore, if the initial
test is positive, a second test (by gas chromatography/mass spectrometry, or GC/MS) should be
done on the sample immediately. This confirmatory test is highly accurate and will rule out any
false positives (mistakes made) on the first test.
• DHHS Cut-Off Levels. A cut-off level is a value that is used to determine whether a drug test
is positive or negative. Many employers use the cut-off levels established by the Department of
Health and Human Services. These cut-off levels have been proven accurate and reliable, as
well as defensible in a
court of law.
Medical Review Officer
Department of Health and Human Services
(MRO). Although not
Cut-Off Levels
always required, an MRO
as of April 1993
is an important part of an
effective drug testing
Initial
Confirmatory
program. An MRO is a
licensed medical doctor
Cocaine
300 ng/ml
150 ng/ml
who has special training
in substance abuse. Using
Phencyclidine
25 ng/ml
25 ng/ml
an MRO helps to protect
both the employer and the
employees. For example,
Opiates
300 ng/ml
300 ng/ml
if a drug test is positive,
the MRO reviews the
Amphetamines
1,000 ng/ml
500 ng/ml
results, makes sure the
chain of custody
Cannabinoids
100 ng/ml
15 ng/ml
procedures were
followed, and contacts the
employee to make sure that there are no medical or other legitimate reasons for the positive result.
For example, some prescription medications can cause a positive test result. If this is the case, and if
a doctor prescribed the medicine, the test is reported as negative. Otherwise, the MRO reports the
positive test result to the organization. Only after the MRO has reached his or her final conclusion
does the MRO report the result to the employer.
What About Legal Challenges?
Many States have drug testing laws that determine what an employer can and cannot do. Resources
are available to help you find out if there are any State drug testing laws you must comply with. An
attorney with experience in labor and employment issues, or a professional consultant specializing
in workplace drug testing can help ensure that the testing rules and procedures as outlined in your
policy are in compliance with State regulations.
Avoid legal problems by using procedures that are clear, fair, consistent, and documented in a
written policy. Because employment decisions based on a test result can be contested, it will be to
your advantage to have a detailed policy and to understand the protections that are available to you.
Drug Testing Checklist
Identify any Federal or State laws with which you must comply. (Call your State’s
attorney general or talk with legal counsel.)
If applicable, talk with union officials.
Identify and contact a DHHS-certified laboratory to set up a drug testing contract. Visit
the laboratory if possible.
Identify and contact a specimen collection site to set up a drug testing contract. (Ask
the laboratory for suggestions.) Visit the site if possible.
Contract with a medical review officer. Call CSAP’s Workplace Helpline at 1-800WORKPLACE to locate qualified MROs.
Develop a system to protect the confidentiality of employee drug testing records. Call
CSAP’s Workplace Helpline for assistance.
Designate the person who will receive the test results from the lab, and make sure he or
she is aware of confidentiality issues. (See the Supervisor’s Guide for more information about
confidentiality.)
Write a clear, consistent, and fair policy incorporating suggestions from this tip sheet.
Call CSAP’s Workplace Helpline if you need assistance.
Have your policy reviewed by legal counsel.
Notify employees 30 to 60 days before the testing program goes into effect. (See
Employer Tip Sheet #6 for the benefits of employee education about drug testing and other
drug-free workplace program components.)
Communicate to employees that you will abide by the policy also.
Employer Tip Sheet #10
Outside Help and Consultants
Do You Need Them?
How To Find Them . . . What They Cost
Types of Outside Help
Several sources of outside help are available to employers who want to start or expand a drug-free
workplace program. Which source is most appropriate will depend on the type of program and the
assistance needed.
Free and Low-Cost Services
CSAP’s Workplace Helpline 1-800-WORKPLACE. The Helpline provides telephone
consultation to assist employers and union representatives with policy development, drug testing,
employee assistance, employee education, supervisor training, and program implementation. It
offers resource referrals and free publications. Helpline information specialists are trained to
provide information tailored to each organization’s unique characteristics. Lists of drug testing labs
certified by the Department of Health and Human Services are available free of charge, and
networking help is available for finding a medical review officer (MRO).
Local Drug-Free Business Initiatives and Workplace Coalitions. Local initiatives and coalitions
link employers who are interested in drug-free workplace programs. The coalitions may provide
sample policies, technical assistance, low-cost drug testing services, and ongoing training sessions
for supervisors. Some have developed special low-cost employee assistance programs designed for
smaller employers. They may also have information about, and experience with, the services and
costs of laboratories and MROs in your area.
For help with finding local initiatives and coalitions:
• Look in the phone book under your city or town’s name and look for entries like "Drug-Free
Business Initiative" or "Coalition for Drug-Free Workplaces."
• Call or write your State or county office for alcohol and drug abuse services and ask if they have
a list of groups near your workplace.
• Call or write your local mayor’s office, police department’s community relations office, office
of economic development, or business relations office and ask if they have a list of coalitions.
• Call or write your chamber of commerce, or business or trade association and ask if they have
services to help employers start a drug-free workplace program.
• Call CSAP’s Workplace Helpline at 1-800-WORKPLACE.
Professional Associations. Professional associations sometimes have a list of programs and
individuals who provide assistance and referral services for employers.
Fee-Based Services
Drug-Free Workplace Consultants. Some employee assistance and management consulting firms
specialize in helping employers and employees develop drug-free workplace policies and programs.
Call your State alcohol or drug abuse agency for a list of employee assistance providers and
treatment programs available in your area; they can also provide information about drug testing
laws.
Attorneys, Arbitrators, and Mediators. Some law, arbitration, and mediation professionals
specialize in helping organizations develop drug-free workplace policies. They also can assist in
preventing or resolving policy disputes.
Drug Testing Labs. Many drug testing labs provide assistance with writing a policy and doing
education programs, while charging only for their drug testing services. Contact CSAP’s
Workplace Helpline at 1-800-WORKPLACE for a list of DHHS-certified laboratories.
Health Insurance Carriers. Review your medical or health insurance policies and consult with
your carrier or agent. Alcohol and other drug abuse coverage varies depending on the services you
want to provide for your employees. Some carriers offer "preferred provider programs," which
cover all or part of the costs of alcohol and other drug abuse treatment for employees who receive
treatment at a preferred provider facility. Contact your carrier to inquire about options for treatment
coverage.
How Much Will It Cost?
Fees for outside assistance vary considerably. So do the costs of participating in a drug-free
business initiative or consortium. Below are typical costs for a variety of services:
Consultants, attorneys, and mediators:
Costs vary from about $30 to more than $100 per hour, depending on skills and qualifications.
Drug testing services:
Costs range from less than $10 up to $35 for an initial screen and $25 to $75 for a confirmatory test,
depending upon how many drugs the employer is testing for.
Employee assistance services:
See Employer Tip Sheet #8 for a chart of sample costs.
Residential treatment:
Usually there is a flat fee for 28 to 30 days of residential treatment. Costs can range from $3,000 or
less to more than $20,000.
Outpatient treatment:
Usually there is a flat fee for 30 to 90 days of intensive outpatient treatment. Costs can range from
less than $2,000 to $8,000 or more.
Group addictions counselors:
Long-term less intensive group counseling (usually 12 months) can range from $25 to $60 or more
per session.
Individual addictions counselors:
Counselors generally work on an hourly fee basis. Costs can range from less than $50 to more than
$100 per hour.
Negotiating For Services
In some cases, help comes right to an employer’s door in the form of organizations that market their
services directly. Whether in response to a marketing effort or as part of an aggressive search for
services, a few rules for negotiating with outside firms, consultants, or coalitions can be helpful.
Be Clear About What You Want and Can Afford for:
Policy development
Policy critique/legal review
Implementation planning
Written materials for employees
Employee briefing sessions
Supervisor training
Forms creation
Laboratory selection
Medical review officer selection
Employee assistance provider selection
Contracts negotiation
Ask Questions About:
Fees and how they are calculated
What work will be done
Who will do the work and what qualifications they have
When work will be completed
What results can be anticipated
Who you can call for references
If the Costs Seem Too High:
Ask if the work can be done in phases
Ask about payment plans
Ask what could be done within your budget
Get two or more bids
Since alcohol and other drug abuse is an issue of increasing concern in the workplace, a growing
number of individuals and groups are available to help address employers’ concerns. There is
usually, although not always, no obligation to pay for a service until a formal agreement has been
reached and a contract signed.
Employer Tip Sheet #11
Avoiding Problems With Alcohol, Tobacco, and
Other Drugs
Making Prevention Work
Actions for Employers
•
•
•
•
•
•
•
•
•
•
•
•
•
Announce that prevention of alcohol, tobacco, and other drug (ATOD) problems is a major
corporate focus and that you expect everyone to take part in this collective effort.
Be aware of the potential risks that ATOD pose for any business or organization: increased
absenteeism, tardiness, and use of sick leave and health services; higher insurance and Workers’
Compensation costs; more injuries, fatalities, and thefts; lower productivity and product quality;
and reduced employee morale and higher turnover.
Be aware of the connection between alcohol and other drugs and sexually transmitted diseases,
including HIV/AIDS. Using alcohol and other drugs can lead to unplanned and unprotected sex.
Many drugs, including alcohol and tobacco products, also interfere with the body’s immune
system.
Fully explain the benefits and procedures of your drug-free workplace program or policy to all
employees.
Host alcohol-free events, emphasizing the company commitment to preventing injury or death
associated with drinking and driving, especially around the holidays.
Provide food and beverages in company settings that encourage a healthy lifestyle.
Be a positive role model consistent with your messages to your employees. Do not engage in
any illegal, unhealthy, or dangerous ATOD use.
Sponsor or help with prevention services in your community that would benefit your employees
and their families.
Include prevention/healthy lifestyle articles in your company materials.
Consider formulating a corporate performance standard that encourages community
involvement to prevent ATOD problems as part of an ongoing commitment to making the
community a better place in which to live and do business.
Appoint a corporate representative to serve on and support any ATOD prevention-oriented
programs or community partnerships in your area.
Take a comprehensive approach to prevention efforts. Serve as a leader, supporter, or active
participant in other community-based efforts to prevent ATOD use by youth.
Encourage and support employees and their family members to ask for help for an alcohol,
tobacco, or other drug problem. Treatment is more cost-effective than incurring potential safety
problems and lost productivity due to drug-related problems.
Employer Tip Sheet #12
Evaluating Your Program
Program evaluation is an important part of any drug-free workplace program. Periodic evaluation
lets you know if you are saving money and improving your bottom line.
There are several ways to evaluate your program. Some employers hire a consultant, while other
elect to conduct their own evaluations. For organizations with limited resources, this section offers
guidelines for conducting a basic evaluation of your drug-free workplace program.
Step One:
Establish a baseline; in other words, assess your organization as it is today. Specifically, check your
company records for the past 2 years and figure out the incidence and prevalence of some or all of
the following factors, which can be indicators of problems with alcohol or other drug abuse:
Absenteeism
Tardiness
Health care benefit utilization
Workers’ Compensation claims
Theft
Accidents
Turnover
Estimate the costs of these factors in dollars, if possible. If records are not available for years past,
start tracking the trends now. Also talk to employees at all levels of the organization to assess the
current overall morale of the staff. This will give you baseline data for determining the impact of
your program during the coming years.
Step Two:
Start your drug-free workplace program. Use the information in this kit as well as other available
resources to help you plan and implement your program.
Step Three:
Review the records at the end of the first year (and in subsequent years) for the factors listed above.
Also reassess employee morale. Compare the results to your baseline data. Have there been any
changes?
Determining the success of your program will depend on your original goals. Revisit your original
goals. Ask employees and supervisors to offer feedback. Talk to employees and supervisors about
their perceptions of the impact of the policy and/or program. Cost savings may take some time to
accumulate, but improved employee morale may be evident right away.
Step Four:
Establish an ongoing plan for evaluating your program to assess the cost/benefits of continuing your
drug-free workplace program.
Step Five:
Use the results to modify your program. Establish a regular review period -- perhaps annually -- and
use that time to assess the progress of the program. Determine the steps needed in the next year to
reach your program goals. Consider developing a committee of employees from all levels of the
workforce to assist in both the ongoing evaluation and the implementation of program changes.
Creating A Drug-Free Workplace
When the Issue is Safety
U.S. DEPARTMENT OF HEALTH AND HUMAN SERVICES
Substance Abuse and Mental Health Services Administration
Center for Substance Abuse Prevention
The presentations herein are those of the authors and may not necessarily reflect the opinions, official policy, or
position of the Center for Substance Abuse Prevention (CSAP), the Substance Abuse and Mental Health Services
Administration (SAMHSA), the Public Health Service, or the U.S. Department of Health and Human Services.
All material appearing in this book, except quoted passages from copyrighted sources, is in the public domain and may
be used or reproduced without permission from CSAP or the authors. Citation of the source is appreciated.
CSAP Production and Editing Officer:
Joan White Quinlan
Robert W. Denniston
Director, Division Public Education and Dissemination
Charlie Williams, CEAP
Public Health Advisor, Workplace Community Prevention Branch
CSAP Mission Statement
The Center for Substance Abuse Prevention (CSAP) supports and promotes the continued development of community,
State, national, and international, comprehensive prevention systems. CSAP strives to connect people and resources
with effective and innovative ideas, strategies, and programs, aimed at reducing and eliminating alcohol, tobacco, and
other drug (ATOD) problems in our society. CSAP’s prevention programs and models, tailored to specific cultures and
locales, capitalize on broad-based community involvement and enhanced public and professional awareness of
prevention.
Introduction
Alcohol and other drug abuse (AOD) in the workplace can create problems that may jeopardize the
safety of employees and customers. This pamphlet is intended to be used as a quick and easy
reference guide to low-cost steps an employer can take to prevent workplace-related AOD
problems. Smaller businesses especially, many of which are seeing their profit margins decreased
by ever-increasing workers’ compensation payments, will find this information very useful as a
guide to readily available resources. This resources can help them prevent AOD-related problems
from negatively affecting workplace safety and the well-being of their greatest asset -- their
employees.
[Place for your organization name/State]
hurt if I didn’t.
-Owner of a construction firm in Iowa
FACT: Although the total number of drinkers has shown a downward trend, the number of
heavy drinkers has changed little since 1988. About 10 million Americans are considered
heavy drinkers, defined as drinking five or more drinks per occasion on five or more days in
the past 30 days (1992 National Household Survey on Drug Abuse, Substance Abuse and
Mental Health Services Administration [SAMHSA]).
In a company with 10 employees, just 1 employee with an alcohol or other drug problem can
be devastating to productivity and profits.
Getting Started
The majority of Americans who are employed today work in businesses with fewer than 50
employees. As every employer knows, people do not leave their personal problems at home when
they come to work. Large numbers of employees alcohol abuse and other drugs.
FACT: The majority (66.5 percent) of current (past month) illicit drug users 18 or
older are working either full-time or part-time (1992 National Household Survey on
Drug Abuse, SAMHSA).
FACT: Drug use is greatest among employees in the construction, wholesale trade,
and retail trade industries.
FACT: Alcohol and other drug use costs American businesses an estimated $102
billion every year in lost productivity, accidents, employee turnover, and related
problems (Economic Costs of Alcohol and Drug Abuse and Mental Illness: 1987,
ADAMHA, 1990).
Since Congress passed the Drug-Free Workplace Act in 1988, many businesses have taken the first
steps to establish a safe, drug-free workplace. You need not start from scratch. There are many
simple and inexpensive ways to begin to develop a drug-free workplace. The important things are to
become informed, make a commitment, and get started.
When the Issue is Safety
Developing a drug-free workplace program is especially important in businesses where safety is an
issue. Accidents and injuries can create severe hardships, not just for the victims, but also for the
employer. A serious incident, especially if related to alcohol or other drug use, can shut down a
small business.
FACT: Drug users at a minimum consume almost twice the medical benefits as
nonusers, are absent 1.5 times as often, and make more than twice as many workers’
compensation claims.
FACT: Every year, more than 17,000 motor vehicle fatalities are attributed to
alcohol use (National Highway Traffic Safety Administration press release, May
1994).
If you’re in any kind of manufacturing, no matter how small the company, you have to be
concerned about safety hazards caused by drug users. It may be something as simple as
driving a forklift, but people can get hurt.
-Owner of a small manufacturing company in Connecticut
I found out the hard way that employees often have multiple problems associated with drug
use. Some of my employees had lines of credit with me. One who got injured in an accident
while driving a tractor had a $3,500 line of credit. Then, I found out he was using it to
finance his cocaine habit!
-Owner of a paving firm in suburban Maryland
Potential Benefits of a Drug-Free Workplace
•
•
•
•
•
•
•
Reduced absenteeism, tardiness, sick leave, and personal time off
Reduced employee discipline problems
Reduced workers’ compensation costs
Improved customer satisfaction
Increased productivity
Improved employee morale and motivation
Improved community image
For More Information . . .
Drugs at Work is a video that describes the costs of alcohol and other drug abuse in the workplace
and provides examples of current programs in government and private companies. Call the National
Clearinghouse for Alcohol and Drug Information (NCADI) at 800-729-6686 to request a copy. The
cost of this video is $12.50. NCADI accepts VISA of MasterCard, checks, and purchase orders
(minimum of $25). Ask for inventory number VHS02 when placing your order.
The First Step: A Clear Policy
You have probably heard about companies that offer so many benefits that employees rarely leave.
For owners and managers of small businesses, it’s a different story. Providing even the most basic
benefits is not easy for small businesses. Health care and workers’ compensation costs are soaring.
Working toward making your workplace drug-free does not have to drain your company’s budget.
You can take a number of small steps with little or no cost that could save you money. They will
also improve with health, morale, and well-being of your employees.
The first and most important step is to develop a policy that makes your position about alcohol and
other drug use in the workplace very clear. As the owner of a business, you have clear guidelines on
attendance, performance, conduct, and even smoking in the workplace. But do you have a policy
that tells your employees not to use drugs?
A well-designed policy should:
It is the greatest thing you can
do for yourself and your
employees, and it doesn’t have
to cost a lot. The most expensive
thing you can do is nothing.
-Owner of a small
manufacturing firm in Georgia
•
Explain why a policy is needed and important -- that is,
describe the goal of a drug-free workplace.
•
Make it clear that alcohol and other drug use on the job
violates company policy and will not be tolerated.
•
State specific consequences for violating the policy.
•
Define specific ways for employees and family members to obtain help for alcohol, drugs,
or family problems.
•
If screening is part of the program, share how, when, and under what conditions employees
will be tested for alcohol and/or drug use.
Once a policy is adopted, all employees will know what you expect from them and what they can
expect from you. A sample policy is included for your adaptation.
Most employers say it looks like an insurmountable mountain at the beginning. You have to
think of so many things. For people who’ve never done a policy statement, that alone can
seem overwhelming. But then a lot of the people we work with say they’re glad they had it in
place, because situations have come up where they needed it. Also they’ve seen reductions in
accident rates and costs for health care and workers’ comp.
-Organizer of drug-free workplace programs in Florida
Sample Policy
Your Company’s Letterhead
(Name of Business) is committed to providing a safe work environment and to fostering the
well-being and health of its employees. That commitment is jeopardized when any (Name of
Business) employee uses illegal drugs or alcohol on the job, comes to work with these
substances present in his/her body, or possesses, distribute, or sells drugs in the workplace.
(Name of Business) has established the following policy with regard to alcohol and other drugs
to ensure that we can meet our obligations to our employees, shareholders, customers, and the
public.
The goal of this policy is to balance our respect for individuals with the need to maintain a
safe, productive, and drug-free environment. The intent of this policy is to offer a helping hand
incompatible with working at (Name of Business).
1. It is a violation of our policy for any employees to possess, sell, trade, or offer for sale
illegal drugs or otherwise engage in the use of illegal drugs or alcohol on the job.
2. It is a violation of our policy for anyone to report to work under the influence of illegal
drugs or alcohol -- that is, with illegal drugs or alcohol in his/her body.
3. It is a violation of our policy for anyone to use prescription drugs illegally. (It is not a
violation of our policy for an employee to use legally prescribed medications, but the
employee should notify his/her supervisor if the prescribed medication will affect the
employee’s ability to perform his/her job.)
4. Violations of this policy are subject to disciplinary action ranging from a letter of
reprimand, to suspension from work without pay, up to and including dismissal. It is
the responsibility of our supervisors to counsel employees whenever they see changes
in performance or behavior that suggest that an employee has an alcohol or other drug
problem. Although it is not the supervisor’s job to diagnose the employee’s problem,
the supervisor should encourage such an employee to seek help and tell him/her about
available resources for getting help. Because all employees are expected to be
concerned about working in a safe environment, they also should encourage their
fellow employees who may have an alcohol or other drug problem to seek help.
For More Information . . .
Additional sample policies from existing programs in a variety of industries and settings may be
obtained by calling the Center for Substance Abuse Prevention’s (CSAP) Workplace Helpline
800-WORKPLACE.
Next Steps
We were working on a project for a Department of Defense contractor, and I was afraid they’d
pull the contract if they found out anyone was using drugs on the job. One of my men was
behaving very strangely. Two days in a row he had minor accidents -- he cut his finger, then he
skinned his knee. I told the guy I wanted to drug-test him. He made a big fuss, but then he
admitted he’d used marijuana over the weekend. He said he wasn’t the only one. Fortunately,
he got help. Until then I’d had a simple policy saying employees could be tested because of the
government contract, but I expanded the policy to include very specific procedures about how
we were going to deal with employee problems.
-Manager of an electronic components manufacturer in Santa Clara, California
A policy is only the first step. Here are some other steps you can take to become better informed:
•
Ask other employers how they are dealing with alcohol and other drug use in the workplace.
•
Ask your health insurance agent about coverage for alcohol and other drug-related problems
for your employees and their family members.
•
Join with other employers who have already purchased employee assistance program (EAP)
services. Cost vary but are usually in the range of $15 to $25 per employee per year.
•
Call your trade association. Most trade associations offer informational materials on drugfree workplace programs. Example include:
o American Subcontractors Association
703-684-3450
o Associated Builders and Contractors
703-812-2000
o National Association of Manufacturers
800-637-3005
o National Association of Plumbing-Heating-Cooling Contractors
800-533-7694
o Painting and Decorating Contractors of America
703-359-0826
•
Ask your employees for their input on the new program. One way to do this is to hold a
brown bag lunch for your employees to increase their awareness and support for a drug-free
workplace.
•
Call the health or human resource department of large companies in your area. Seventy-five
percent of large businesses (1,000 or more employees) are doing something, including
offering EAP services to their employees and their family members, and many are willing to
assist smaller businesses in addressing the problem.
•
Find out what your community and business groups are doing to help prevent alcohol and
other drug problems in your community.
Elements of a Comprehensive Drug-Free Workplace Program
•
•
•
•
•
A clear, consistent policy.
Training for supervisors about the company’s program.
Education for employees about the company’s program and about the effects of AOD abuse.
Access to an employee assistance program.
Identification of illegal drug use, including a drug testing program, if appropriate.
You do not have to implement all of these elements at once, but you can take that first step.
One Example of a Business Owner Taking Action
Chamberlain Contractors is an asphalt paving company with approximately 70 employees, located
in Laurel, Maryland. According to its president, Harold Green, the company developed its EAP
through the "back door" -- a safety awareness program. In the late 1980’s the company had high
workers’ compensation costs and frequent vehicular accidents: in 1987, for example, the company’s
workers’ compensation costs were $97,000. In 1991, those costs were $22,000, and the company
had gone for more than two years with neither a vehicular accident nor an on-the-job injury. This
dramatic drop corresponded to the establishment of an EAP. (Source: Promoting Health at Work,
Fall 1993.)
The company holds quarterly half-day meetings with all employees during which safety and EAP
issues are discussed. These meetings give employees the opportunity to voice concerns and express
their expectations of the EAP. According to Green, a strong case can be made for the argument that
EAPs save small businesses money. Managers must support the program, and employees must play
a strong role in its development and implementation.
The program has saved a couple of lives. One person was almost killed in an accident, and we
lost a couple of vehicles due to drunk driving. Since the program started, there may have been no
accidents.
-Owner of a taxi company in Illinois
I think something as simple as signs saying "No use of drugs or alcohol allowed" can make a
difference. People obey "No smoking" signs, but often they aren’t even aware of an alcohol or
drug policy.
-Organizer of drug-free workplace programs in Texas
For More Information . . .
Finding Solutions is a video that focuses on how to provide information to employees, promote
worker involvement in drug-free workplace programs, and build on community linkages to prevent
alcohol and other drug problems in the workplace. Call NCADI at 800-729-6686 to request a copy.
The cost of this video is $12.50. NCADI accepts VISA of MasterCard, checks, and purchase orders
(minimum of $25). Ask for inventory number VHS07 when placing your order.
Common Concerns
Tardiness is gone and the Monday "can’t-come-to-work-because-I-have-the-flu syndrome" is gone.
Sloppy work, bad work, or unfinished jobs are gone too. A couple of years ago, before eployees
were in treatment, we used to get a lot of customers complaints. We don’t anymore.
-Owner of a manufacturing firm in Oregon
What benefits will I see from setting up a drug-free workplace program?
Some of the benefits are economic. Employers frequently cite reductions in workers’ compensation
costs, for example. An effective program helps to cut back on accidents, mistakes, and employee
turnover. It can save an employer hundreds or thousands of dollars every year. Other benefits are
less tangible but just as important; for example, an effective program can significantly improve the
climate of the workplace and employee morale.
What do I do if I am fairly sure an employee has an alcohol or other drug problem?
Do not accuse the employee of having an alcohol or other drug problem. Address the problem on
the basis of the employee’s work performance and conduct. If you have an alcohol and other drug
policy in place, follow through on it objectively and fairly for all employees. If you do not have a
policy, you can stop the employee from performing the job to protect the safety of other employees,
the public at large, or your company’s reputation. Call the CSAP Workplace Helpline at 800WORKPLACE to find out whether local, State, or Federal laws apply to your situation.
Someone came into our office looking for a job. "We do drug testing here," I told him. "That’s
why I came," he said. "When my life is on the line and in my co-worker’s hands, I want to know
that he’s not high -- and your program makes me feel safe."
-Owner of a marine supply and building company in Washington
Am I required to do drug testing?
The Federal Drug-Free Workplace Act does not require employers to do drug testing. However,
some Federal agencies, such as the Department of Transportation and the Department of Defense,
have specific drug-free workplace regulations governing safety and security and many now require
alcohol and other drug testing.
If I do drug testing, how much is it likely to cost, and how do I find a good drug testing
laboratory?
Depending on the types of tests performed and number of substances being tested for, drug testing
costs between $20 and $50 per drug test. Drug testing consortiums can help make drug testing
services more affordable for smaller businesses. Information about laboratories certified by the U.S.
Department of Health and Human Services may be obtained by calling the CSAP Workplace
Helpline at 800-WORKPLACE.
Employers almost always say, "That’s not for us -- we’re too small." Then, when they realize how
easy and inexpensive it is and that this is something a small business can really use, they want to
sign on. After that we hear from them a lot. Many employers in small businesses feel very isolated.
We give them a place where they can bounce their ideas off of sympathetic listener.
-Director of an EAP in rural Virginia
What is an employee assistance program?
An EAP is a confidential service that helps employees deal with a variety of personal problems that
may be interfering with their work performance. Consulting an EAP, as with any form of
counseling, should be voluntary, although in many cases managers and supervisors can strongly
recommend that an employee seek assistance from an EAP and tie this in with a performance
evaluation. More than ever before, EAP services are available to smaller businesses at affordable
costs.
What is the role of supervisors and supervisor training?
Effective supervision is one key to a drug-free workplace program. One of the most important
considerations is the need to focus on job performance and avoid attempting to become a counselor
or diagnostician. Supervisors should be able to recognize patterns of behavior that might indicate
employee problems -- and be prepared to refer employees to appropriate sources of help. Training
for supervisors is essential for an effective workplace program.
How can I prevent alcohol and other drug problems in my workplace?
Develop a clear and consistent written policy for a drug-free workplace. Obtain information and, if
possible, hands-on training for your supervisors and employees. Find out what resources and
services are available in your community and provide the information to your employees and their
family members if possible.
What are the benefits of an AOD-free workplace to my employees?
Employees typically report improved morale, less worry about their own safety, and a more positive
attitude about their job and toward their employers.
For More Information . . .
CSAP operates a Workplace Helpline (800-WORKPLACE, 9 a.m.-8 p.m. Eastern Time, MondayFriday) staffed by drug-free workplace specialists who can answer many of your questions and
provide you with individualized technical assistance.
Appendix A
Hotlines and National Resources
WORKPLACE HELPLINE
1-800-WORKPLACE
Center for Substance Abuse Prevention
Technical assistance for employers and community organizations, including:
•
•
•
•
Sample drug-free workplace policies
Employee assistance program information
Drug testing information
Complimentary drug-free workplace resource materials
CSAP’S NATIONAL CLEARINGHOUSE FOR ALCOHOL AND DRUG INFORMATION
1-800-729-6686 (se habla espanol) 1-800-487-4889 (TDD)
Center for Substance Abuse Prevention
•
•
•
More than 10,000 items on alcohol and other drug abuse (at no cost) including all the
CSAP drug-free workplace resources materials mentioned in this pamphlet.
Drug-free workplace videotapes - employer and employee versions.
U.S. Department of Labor’s Substance Abuse Information Database (SAID) on floppy
diskette providing information about drug-free workplace programs.
CENTERS FOR DISEASE CONTROL AND PREVENTION
1-800-458-5231
1 800 243 7012 (TDD)
Information, publications, and referral on HIV/AIDS in the workplace
U.S. DEPARTMENT OF TRANSPORTATION (DOT)
1-800-225-3784
202-366-3784
DOT drug-free workplace transportation regulations and guidance documents
U.S. SMALL BUSINESS ADMINISTRATION (SBA)
202-401-3784
Information from the SBA that can help you implement a drug-free workplace program.
EMPLOYEE ASSISTANCE PROGRAMS
Employee Assistance Professionals Association, (EAPA), Arlington, Virginia
703-522-6272
Employee Assistance Society of North America, (EASNA), Berkley, Michigan
810-545-3888
•
•
•
Professional association representing EAP providers
Information about EAPs
Referrals to available EAP resources
STATE ASSOCIATIONS
202-783-6868
National Association of State Alcohol and Drug Abuse Directors, Inc. (NASADAD)
•
Referrals to your State Government’s Alcohol and Other Drug Agency
Appendix B
References
Center for Substance Abuse Prevention
1993 Promoting Health at Work - "Substance Abuse Prevention: It’s Your Business." Rockville,
MD: U.S. Department of Health and Human Services.
Hartwell, T.D., M.T. French, F.J. Potter, P. Steele, G.A. Zarkin, F. Nathaniel
1994 Prevalence, Cost and Characteristics of Employee Assistance Programs. Research Triangle
Park, NC: Research Triangle Institute (in press).
National Highway Traffic Safety Administration
1994 Press Release, Secretary Federico Pena.
Washington D.C.: U.S. Department of Transportation.
Rice, D.P., S. Kelman, L.S. Miller, and S. Dunmeyer
1990 The Economic Costs of Alcohol and Drug Abuse
and Mental Illness. Washington D.C.:
U.S. Department of Health and Human Services.
Substance Abuse and Mental Health Services Administration
1993 National Household Survey on Drug Abuse: 1992.
Rockville, MD: U.S. Department of Health and Human Services.
Creating A Drug-Free Workplace 2
When Service is Your Business
U.S. DEPARTMENT OF HEALTH AND HUMAN SERVICES
Substance Abuse and Mental Health Services Administration
Center for Substance Abuse Prevention
The presentations herein are those of the authors and may not necessarily reflect the opinions, official policy, or
position of the Center for Substance Abuse Prevention (CSAP), the Substance Abuse and Mental Health Services
Administration (SAMHSA), the Public Health Service, or the U.S. Department of Health and Human Services.
All material appearing in this book, except quoted passages from copyrighted sources, is in the public domain and may
be used or reproduced without permission from CSAP or the authors. Citation of the source is appreciated.
CSAP Production and Editing Officer:
Joan White Quinlan
Robert W. Denniston
Director, Division Public Education and Dissemination
Charlie Williams, CEAP
Public Health Advisor, Workplace Community Prevention Branch
CSAP Mission Statement
The Center for Substance Abuse Prevention (CSAP) supports and promotes the continued development of community,
State, national, and international, comprehensive prevention systems. CSAP strives to connect people and resources
with effective and innovative ideas, strategies, and programs, aimed at reducing and eliminating alcohol, tobacco, and
other drug (ATOD) problems in our society. CSAP’s prevention programs and models, tailored to specific cultures and
locales, capitalize on broad-based community involvement and enhanced public and professional awareness of
prevention.
Introduction
Alcohol and other drug abuse (AOD) in the workplace can adversely affect the ability of a business
to provide quality services to its customers. This pamphlet is intended to be used as a quick and
easy reference guide to low-cost steps an employer can take to prevent workplace-related AOD
problems. Smaller businesses in particular, many of which are in the service sector, will find this
information useful as a guide to readily available resources. These resources can help them prevent
AOD-related problems that can adversely affect their company’s ability to provide quality customer
services.
[Place for the name and address of your company/chamber/organization]
In the past, the focus has been on things like train derailments or the Valdez incident. No one
is pointing the finger at service-oriented businesses, where the problem is hard to detect.
-Owner of a chain of automobile repair shops in Texas
FACT:About 10 million Americans (5 percent of the population) are heavy drinkers, defined
as drinking five or more drinks per occasion on five or more days in the past 30 days (1992
National Household Survey on Drug Abuse, Substance Abuse and Mental Health Services
In a company with 10 employees, just 1 employee with an alcohol or other drug problem can
be devastating to productivity and profits.
Getting Started
Small service-oriented businesses that employ young people in entry- level jobs are extremely
vulnerable to alcohol and other drug problems. As every employer knows, people don’t leave their
personal problems at home when they come to work. Large numbers of employees abuse alcohol
and other drugs.
According to the 1992 National Household Survey on Drug Abuse (NHSDA) by SAMHSA, illegal
drug use is greatest among employees in the construction, wholesale trade, and retail trade
industries. This survey also found that illegal drug use is highest in the 18- to 24-year-old age
group, many of whom are just entering the small business workforce.
FACT: The majority (66.5 percent) of current (past month) illicit drug users 18 or older are
working either full-time or part-time (1992 NHSDA).
FACT: Alcohol and other drug use costs American businesses an estimated $102 billion every year
in lost productivity, accidents, employee turnover, and related problems (Economic Costs of
Alcohol and Drug Abuse and Mental Illness: 1987, ADAMHA, 1990).
Since Congress passed the Drug-Free Workplace Act in 1988, many businesses have taken the first
steps to establish a safe, drug-free workplace. You don't have to start from scratch. There are many
simple and inexpensive ways to begin to develop a drug-free workplace. The important things are to
become informed, make a commitment, and get started.
When Service is Your Business
He was our bookkeeper for just six months, and that was two years ago -- but we’re still
coming across mistakes he made.
-Manager of a pharmacy in Oregon
Owners and managers of service-oriented businesses often say they do not need a drug-free
workplace program because they do not really have a problem. Yet an employee with an alcohol
and other drug problem can be a hidden time bomb. Employees who deal with cash, numbers, and
customers can keep such a problem hidden for years. They may not be injuring anyone physically,
but their impact can be devastating.
FACT: Drug users at a minimum consume almost twice the medical benefits as nonusers, are
absent 1.5 times as often, and make more than twice as many workers’ compensation claims.
FACT: Among 20- to 34-year-old full-time employed Americans, 20.2 percent used an illicit drug
in the past year and 9.5 percent used an illicit drug in the past month, including significant
marijuana and cocaine use.
I was at a meeting of my business association and we got around to talking about the drug
thing. I said, "All the big companies in town are doing drug testing. And they’re firing
people or not hiring them in the first place. Guess where those people are coming to work.
To us." We decided we had to do something just to protect ourselves.
-Owner of a discount store in South Carolina with 30 employees, most of them unskilled
and under 25 years old
Potential Benefits of a Drug-Free Workplace
Reduced absenteeism, tardiness, sick leave, and personal time off
Reduced employee discipline problems
Reduced workers’ compensation costs
Improved customer satisfaction
Increased productivity
Improved employee morale and motivation
Improved community image
For More Information . . .
Drugs at Work is a video that describes the costs of alcohol and other drug abuse in the workplace
and provides examples of current programs in government and private companies. Call the National
Clearinghouse for Alcohol and Drug Information (NCADI) at 800-729-6686 to request a copy. The
cost of this video is $12.50. NCADI accepts VISA of MasterCard, checks, and purchase orders
(minimum of $25). Ask for inventory number VHS02 when placing your order.
The First Step: A Clear Policy
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You have probably heard about companies that offer so many benefits that employees rarely leave.
For owners and managers of small businesses, it’s a different story. Providing even the most basic
benefits is not easy for small businesses. Health care and workers’ compensation costs are soaring.
Working toward making your workplace drug-free does not have to drain your company’s budget.
You can take a number of small steps with little or no cost that could save you money. They will
also improve with health, morale, and well-being of your employees.
The first and most important step is to develop a policy that makes your position about alcohol and
other drug use in the workplace very clear. As the owner of a business, you have clear guidelines on
attendance, performance, conduct, and even smoking in the workplace. But do you have a policy
that tells your employees not to use drugs?
A well-designed policy should:
Explain why a policy is needed and important -- that is,
It is the greatest thing you can
describe the goal of a drug-free workplace.
do for yourself and your
Make it clear that alcohol and other drug use on the job
employees, and it doesn’t have
violates company policy and will not be tolerated.
to cost a lot. The most expensive
State specific consequences for violating the policy.
thing you can do is nothing.
Define specific ways for employees and family members -Owner of a small
to obtain help for alcohol, drugs, or family problems.
manufacturing firm in Georgia
If screening is part of the program, share how, when, and employing young people
under what conditions employees will be tested for alcohol
and/or drug use.
Once a policy is adopted, all employees will know what you expect from them and what they can
expect from you. A sample policy is included for your adaptation.
We try to help our workers. Given the nature of our industry, we recognize that some people
are going to have problems. We’re concerned about working with our people and not just
pushing them out, because we know if we did that we’d be pushing out a lot of them.
-Manager of a chain of fast-food restaurants in New York
Sample Policy
Your Company’s Letterhead
(Name of Business) is committed to providing a safe work environment and to fostering the
well-being and health of its employees. That commitment is jeopardized when any (Name of
Business) employee uses illegal drugs or alcohol on the job, comes to work with these
substances present in his/her body, or possesses, distribute, or sells drugs in the workplace.
(Name of Business) has established the following policy with regard to alcohol and other drugs
to ensure that we can meet our obligations to our employees, shareholders, customers, and the
public.
The goal of this policy is to balance our respect for individuals with the need to maintain a safe,
productive, and drug-free environment. The intent of this policy is to offer a helping hand to
those who need it, while sending a clear message that illegal drug use and alcohol abuse are
incompatible with working at (Name of Business).
It is a violation of our policy for any employees to possess, sell, trade, or offer for sale
illegal drugs or otherwise engage in the use of illegal drugs or alcohol on the job.
It is a violation of our policy for anyone to report to work under the influence of illegal
drugs or alcohol -- that is, with illegal drugs or alcohol in his/her body.
It is a violation of our policy for anyone to use prescription drugs illegally. (It is not a
violation of our policy for an employee to use legally prescribed medications, but the employee
should notify his/her supervisor if the prescribed medication will affect the employee’s ability to
perform his/her job.)
Violations of this policy are subject to disciplinary action ranging from a letter of
reprimand, to suspension from work without pay, up to and including dismissal. It is the
responsibility of our supervisors to counsel employees whenever they see changes in
performance or behavior that suggest that an employee has an alcohol or other drug problem.
Although it is not the supervisor’s job to diagnose the employee’s problem, the supervisor
should encourage such an employee to seek help and tell him/her about available resources for
getting help. Because all employees are expected to be concerned about working in a safe
environment, they also should encourage their fellow employees who may have an alcohol or
other drug problem to seek help.
For More Information . . .
Additional sample policies from existing programs in a variety of industries and settings may be
obtained by calling the Center for Substance Abuse Prevention’s (CSAP) Workplace Helpline
800-WORKPLACE.
Next Steps
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Sure I’d do something if it didn’t take a lot of money. Who wouldn’t? But right now I’m
struggling just to provide my employees with a decent health plan.
-Owner of a dry goods store in Vermont
A policy is only the first step. Here are some other steps you can take to become better informed:
Ask owners and managers of other service-oriented businesses how they are dealing with
alcohol and other drug use in the workplace.
Talk with local business groups like the Chamber of Commerce to see what kinds of drugfree workplace programs, policies, and resources they can recommend. Many community-based
coalitions have made drug-free workplaces a high priority and have developed initiatives with local
chambers of commerce throughout the country.
Ask your health insurance agent about coverage for alcohol and other drug-related problems
for your employees and their family members.
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Join with other employers who have already purchased employee assistance program (EAP)
services. Costs vary but are usually in the range of $15 to $25 per employee per year.
Ask your employees for their input on the new program. One way to do this is to hold a
brown bag lunch for your employees to increase their awareness and support for a drug-free
workplace.
Call the health or human resource department of large companies in your area. Seventy-five
percent of large businesses (1,000 or more employees) are doing something, including offering EAP
services to their employees and their family members, and many are willing to assist smaller
businesses in addressing the problem.
Find out what your community and business groups are doing to help prevent alcohol and
other drug problems in your community.
Elements of a Comprehensive Drug-Free Workplace Program
A clear, consistent policy.
Training for supervisors about the company’s program.
Education for employees about the company’s program and about the effects of AOD abuse.
Access to an employee assistance program.
Identification of illegal drug use, including a drug testing program, if appropriate.
You do not have to implement all of these elements at once, but you can take that first step.
One Example of a Business Owner Taking Charge
Chamberlain Contractors is an asphalt paving company with approximately 70 employees, located
in Laurel, Maryland. According to its president, Harold Green, the company developed its EAP
through the "back door" -- a safety awareness program. In the late 1980’s the company had high
workers’ compensation costs and frequent vehicular accidents: in 1987, for example, the company’s
workers’ compensation costs were $97,000. In 1991, those costs were $22,000, and the company
had gone for more than two years with neither a vehicular accident nor an on-the-job injury. This
dramatic drop corresponded to the establishment of an EAP.
The company holds quarterly half-day meetings with all employees during which safety and EAP
issues are discussed. These meetings give employees the opportunity to voice concerns and express
their expectations of the EAP. According to Green, a strong case can be made for the argument that
EAPs save small businesses money. Managers must support the program, and employees must play
a strong role in its development and implementation.
I think something as simple as signs saying "No use of drugs or alcohol allowed" can make a
difference. People obey "No smoking" signs, but often they aren’t even aware of an alcohol or
drug policy.
-Organizer of drug-free workplace programs in Texas
For More Information . . .
Finding Solutions is a video that focuses on how to provide information to employees, promote
worker involvement in drug-free workplace programs, and build on community linkages to prevent
alcohol and other drug problems in the workplace. Call NCADI at 800-729-6686 to request a copy.
The cost of this video is $12.50. NCADI accepts VISA of MasterCard, checks, and purchase orders
(minimum of $25). Ask for inventory number VHS07 when placing your order.
Common Concerns
Many owners of small businesses have a very small group health, disability, or workers’
compensation plan. One or two people filing claims can drive their costs way up. Bigger firms
with larger profit margins can handle it, but for a small employer it can be deadly.
-Manager of a company that provides security guards in California
What benefits will I see from setting up a drug-free workplace program?
Some of the benefits are economic. Employers frequently cite reductions in workers’ compensation
costs, for example. An effective program helps to cut back on accidents, mistakes, and employee
turnover. It can save an employer hundreds or thousands of dollars every year. Other benefits are
less tangible but just as important; for example, an effective program can significantly improve the
climate of the workplace and employee morale.
What do I do if I am fairly sure an employee has an alcohol or other drug problem?
Do not accuse the employee of having an alcohol or other drug problem. Address the problem on
the basis of the employee’s work performance and conduct. If you have an alcohol and other drug
policy in place, follow through on it objectively and fairly for all employees. If you do not have a
policy, you can stop the employee from performing the job to protect the safety of other employees,
the public at large, or your company’s reputation. Call the CSAP Workplace Helpline at 800WORKPLACE to find out whether local, State, or Federal laws apply to your situation.
I wanted to know what my rights were as opposed to the employee’s rights. This
business operates on a narrow profit margin. A lawsuit from an employee could finish
me.
-Owner of a convenience store in Massachusetts who learned about his legal rights
in a drug-related situation by consulting with a local EAP consortium
Am I required to do drug testing?
The Federal Drug-Free Workplace Act does not require employers to do drug testing. However,
some Federal agencies, such as the Department of Transportation and the Department of Defense,
have specific drug-free workplace regulations governing safety and security and many now require
alcohol and other drug testing.
If I do drug testing, how much is it likely to cost, and how do I find a good drug testing
laboratory?
Depending on the types of tests performed and number of substances being tested for, drug testing
costs between $20 and $50 per drug test. Drug testing consortiums can help make drug testing
services more affordable for smaller businesses. Information about laboratories certified by the U.S.
Department of Health and Human Services may be obtained by calling the CSAP Workplace
Helpline at 800-WORKPLACE.
In retail establishment, one of the biggest problems caused by drug users is petty theft. A lot of
these employers believe you can get rid of a troubled employee more easily than you can deal
with the problem. The only problem with that is the employer may face high turnover and low
morale as a result. That’s not good for business either. Beside, if your salesperson is stoned all
the time, it can drive away customers. The cost of a substance abusers can put you out of
business.
-Store manager in Wisconsin
What is an employee assistance program?
An EAP is a confidential service that helps employees deal with a variety of personal problems that
may be interfering with their work performance. Consulting an EAP, as with any form of
counseling, should be voluntary, although in many cases managers and supervisors can strongly
recommend that an employee seek assistance from an EAP and tie this in with a performance
evaluation. More than ever before, EAP services are available to smaller businesses at affordable
costs.
EAPs aren’t just for alcohol and other drug abuse. Usually about 30 percent of the cases are
directly drug-related. EAPs also deal with personal, family, and financial problems. But when you
scratch the surface, you often find alcohol and other drugs are part of it.
-CEO of a national EAP company
What is the role of supervisors and supervisor training?
Effective supervision is one key to a drug-free workplace program. One of the most important
considerations is the need to focus on job performance and avoid attempting to become a counselor
or diagnostician. Supervisors should be able to recognize patterns of behavior that might indicate
employee problems -- and be prepared to refer employees to appropriate sources of help. Training
for supervisors is essential for an effective workplace program.
We train supervisors in the skill of constructive confrontation. We make it clear they’ve got to
document the employee’s job performance and keep a running account of what’s wrong. Then
they set up a letter of objectives stating what’s wrong and how to make it better. The performance
of a nontroubled employee will improve rapidly, but an employee with an alcohol or drug
problem won’t be able to manage so well. That’s when the EAP comes in. If the employee says,
"Do I have to go?" we tell the employer the best response is, "You’ll go if you’re smart." You
make them an offer they can’t refuse.
-EAP director in suburban Maryland
For More Information . . .
CSAP operates a Workplace Helpline (800-WORKPLACE, 9 a.m.-8 p.m. Eastern Time, MondayFriday) staffed by drug-free workplace specialists who can answer many of your questions and
provide you with individualized technical assistance.