Drug Testing Is Not an Option in Today's Workplace Environment, Says George J. Ramos, Jr.
When it comes to workplace substance abuse, small businesses have major disadvantages. They are less likely to have programs in place to combat the problem, yet they are more likely to be the "employer-of-choice" for illicit drug users. Employees who are unable to adhere to a drug-free workplace policy seek employment at companies that don't perform pre-employment drug testing (or don't have policies in place). The cost of one error caused by an impaired and/or under-the-influence employee can seriously devastate a small company.
(PRWEB) November 17, 2007 -- When it comes to workplace substance abuse, small businesses have major disadvantages. They are less likely to have programs in place to combat the problem, yet they are more likely to be the "employer-of-choice" for illicit drug users. Employees who are unable to adhere to a drug-free workplace policy seek employment at companies that don't perform pre-employment drug testing (or don't have policies in place). The cost of one error caused by an impaired and/or under-the-influence employee can seriously devastate a small company.
According to the US Department of Labor, among the population of full-time employed current illicit drug users:
| | - 44 percent work for small establishments (1-24 employees)
- 43 percent work for medium establishments (25-499 employees)
- 13 percent work for large establishments (500 or more employees)
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In addition, according to the Substance Abuse and Mental Health Services Administration, illicit drug use among youth ages 12-17 continues to decline, however, the baby boomer generation has increased. Adults who are 50 to 59 years of age, have increased their involvement with substance abuse from 2.7 percent to 4.4 percent between 2002 and 2005.
You Bear the Brunt of the Problem
Everyone involved in owning and operating a business pays for workplace alcohol and drug abuse. Some costs are obvious, such as higher insurance premiums, increased absences, accidents and errors. Others, such as low morale and high illness rates, are less apparent, but the effects are equally harmful both economically and to the reputation of the organization.
| | - The US Dept. of Labor reports one in five workers had to work harder, redo work or cover for a co-worker, or have been put in danger or injured as a result a fellow employee's drinking.
- Up to 40 percent of industrial fatalities and 47 percent of industrial injuries can be linked to alcohol consumption and alcoholism.
- Alcohol and drug abuse has been estimated to cost American businesses roughly 81 billion dollars in lost productivity in just one year--37 billion due to premature death and 44 billion due to illness. Of these combined costs, 86 percent are attributed to drinking.
- Alcoholism is estimated to cause 500 million lost workdays annually.
- Of callers to the National Cocaine Helpline, 75 percent admit to having used drugs on the job, 64 percent report that drugs have adversely affected their job performance, 44 percent say they have sold drugs to fellow employees and 18 percent say they have stolen from coworkers to support their drug habit.
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Substance Abuse and Drug-Testing Policies
Drug-testing policies protect both employees and employers. It is important for employers to note that drug testing without a drug-testing policy--even if an employee is suspected of having substance abuse problem--exposes them to a number of significant liability and legal vulnerabilities. Employers should also note that sharing their policy with all employees is essential, and many businesses find it helpful to ask for feedback from employees during the initial policy development stage.
Workplace Drug Testing
Under the Drug-Free Workplace Act of 1988, some Federal contractors and all Federal grantees must agree to provide drug-free workplaces as a condition of receiving a contract or grant. Under most circumstances, employers have the right to test prospective and current employees for a wide variety of substances.
However, it is important that employers familiarize themselves with the various state and federal laws that may apply to their type of business before designing and implementing substance abuse and drug-testing policies. The majority of employers across the US are not required by law to test, and some state and county governments have statutes that limit or prohibit workplace testing.
Employers should make appropriate use of drug testing, and make sure that their policies and procedures are in compliance with state and federal laws.
About the Author:
George J. Ramos, Jr. is a managing partner with the corporate investigation firm of Diversified Risk Management, Inc.; the firm provides a broad range of specialized risk management and investigation services that are designed to control loss and minimize exposure by providing innovative and strategic business solutions. Diversified Risk Management, Inc. assists corporations, non-profit organizations and law firms in identifying, mitigating, and responding to risks through a comprehensive and integrated suite of professional service offerings. You can learn more about the firm by visiting Diversified Risk Management, Inc. or calling them 800.810.9508 (CA PI 23294)
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