According to a 2003 survey by the Department of Health and Human Services, nearly 15 million people who abused drugs or were dependent on alcohol were employed in either full time or part time positions, totaling more than 10% of the U.S. workforce.  The use of these substances frequently leads to company losses due to absenteeism, tardiness and sick leave.  Additionally, one in five workers has reported having to redo work or being put in danger due to a fellow employee’s substance abuse.  The loss of productivity associated with drug and alcohol use amounts to roughly $81 billion in 2003, with $37 billion due to premature death and $44 billion due to illness.

Substance abuse can take many forms, all with their own risks to users and businesses.  For example, methamphetamines, an increasingly common workplace drug, cause users to stay awake for days, heightening concentration and alertness.  While the user’s improved productivity initially makes their drug use more difficult to detect, addiction sets in quickly and the drug begins to have negative effects, including mood swings, paranoia and anxiety.  Although it is necessary to focus on illicit drugs, such as methamphetamines, employers must not fail to include alcohol, the leading drug of abuse in our society.   

By incorporating policies for a drug-free workplace, employers can manage their company’s losses, as well as offer their co-workers assistance with overcoming drug and alcohol dependencies. When developing this type of drug-free program, it is important to maintain a balance of the rights and protection of both employees and the overall business.  Employers must also consider the goals of the program, under what circumstances the policies can be applied, what constitutes prohibited behavior, when drug testing is to be performed and the assistance that is available to employees struggling with substance abuse.

A drug-free workplace program should begin with a written guideline that defines policies and terms and outlines company actions and employee responsibilities.  Employees should be made aware of the program through clearly visible signs and regular reminders and substance-abuse prevention materials should be circulated.  Performing pre-employment drug testing on all new hires is recommended, as well as annual random drug tests on at least 50 percent of employees.  Drug testing for reasonable suspicion of drug use and following an accident involving serious injury, property damage or loss of life can also help identify those abusing drugs within an organization.  All drug tests should be evaluated by certified labs and any positive results should also be re-tested.

When an employee receives a positive drug test result, employers can respond in a number of ways.  While some organizations may center their actions on detection and dismissal, others focus on employee support through Employee Assistance Programs.  These programs, which are usually sponsored by the company or union, assist employees by identifying and addressing a wide range of work-related and personal needs, including health, economic and social issues, including substance abuse.  Offering Employee Assistance Programs and treatment methods can also be more cost-effective when compared to the time and expense of interviewing, hiring and training new employees.

By establishing clear drug-free workplace policies and resources for handling drug addiction, employers can reduce expenses associated with sick leave, insurance claims and accidents, as well as minimize tension between workers and avoid legal implications due to Workers’ Compensation and disciplinary action.  Enforcing the policies can also lead to increased productivity among employees and ultimately maintain the company image to both employees and the public.