Let's Get to Work-Drug Free Workplace Act Part 1

LET’S GET TO WORK

Drug-Free Workplace Act of 1988-Part 1

The benefits of have a drug and alcohol policy in the business world is to increase staff morale, employee motivation and creativity, customer satisfaction, positive public image, savings through incentive programs offered by insurance companies and savings through fewer accidents and
property damage.  A drug-free workplace also decreases accidents, errors, incidents involving disciplinary action, absenteeism, tardiness, employee theft and fraud, legal expenses, insurance
claim, staff turnover, the chances of hiring a substance abuser and Worker’s Compensation
costs.  Absenteeism can be decreased by 50% and accidents by 82% after enforcing the Drug-Free Workplace Act in a business.  Companies report that their absenteeism decreased by 50% and accidents by 82% after enforcing the Drug-Free Workplace Act. 

Most Workers’ Compensation Insurance Companies give 5% discount to companies that have a drug-free workplace.  The cost of the drug testing is minimal compared to hiring and retaining employees who chose to use illegal drugs.  Using drugs is a choice and our community provides many support groups with free classes to help overcome addiction.  Our community has a neighborhood watch
program also and encourages anyone who witness’s unusual behavior contact the local law enforcement.  You can remain anonymous and give information that will help our local law enforcement solve crimes. 

The Drug Free Workplace Act allows businesses to test for pre-employment, random, reasonable suspicion and post accident drug tests.  Alcohol testing can only be done as the employee clocks in for work, during work or as they clock out of work as drinking is legal in Idaho.   The age of the donor is not specified and companies can have the applicant pay for the pre-employment drug test but once
the applicant is hired the employer must pay for all drug and alcohol tests.

I became certified to drug test in the year of 2000 so I have had over a decade of drug and alcohol testing experiences.  Being an employer too, gives me a lot of experience in dealing with prospective or current employees who are positive on illegal drugs.  I have heard many stories and the most interesting part is watching those who are not yet willing to admit they have a drug or alcohol problem and try to blame someone else for their unacceptable behavior.  Admittal is one of the most important steps in the rehabilitation process.  

There are several local facilities who have adopted a tobacco free workplace.  As safety is a concern some facilities provide smoking areas. I have seen several people turn down a job because they can’t go without a cigarette for a full 8 hour shift.  Addictions of all kinds cause loss time at work and people to be unemployed. 

A company can request which drugs their employees are tested for.  The common ones in our area are
Methamphetamines, Amphetamines, Marijuana, Cocaine, and Opiates.   Laboratories are now able to detect Pep-Spice and other synthetic drugs.  Other drugs can be requested as some facilities such as medical institutions and schools require testing for nine or ten drugs.

It is important to note that the U.S. Department of Labor (DOL) does not regulate the area of workplace drug testing.  Generally, employers have a fair amount of latitude in handling drug
testing as they see fit, unless their organization is subject to certain Federal laws such as U.S. Department of Transportation alcohol and drug testing rules for employees in safety sensitive positions.

DOL does strongly recommend that before any drug-testing program is implemented, an employer have a written policy that is shared with all employees and clearly outlines why drug testing is being implemented, prohibited behaviors and the consequences for violating the policy. DOL also
recommends that if drug testing is used, it be only one component of a comprehensive drug-free workplace program that also includes training for supervisors on signs and symptoms of substance abuse, education for employees about the dangers of substance abuse and some form of assistance or support for employees who may have problems with alcohol and other drugs.

The Drug-Free Workplace Act can be found on the Department of Labor’s web site under Title 72-1702 and http://www.dol.gov/asp/programs/drugs/workingpartners/faq.asp#q1

Brenda Bailey is a Certified Drug Testing Collector and can be reached at 208-678-4040.  For more
information contact  brenda.bailey.1@hotmail.com.  Copies of my articles can be found at http://www.baileysonestop.blogspot.com