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One important element of an effective workplace safety and health program is a
commitment to maintain a workplace free from the effects of drugs and alcohol.
Penn National Insurance knows the challenge substance abuse presents to
employers and to society.
Well-known facts
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A strong relationship exists between drug and alcohol abuse on the job and
workplace accidents and injury.
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A significant number of commerical vehicle accidents involve drivers impaired
by either drugs or alcohol.
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People needing money to support substance abuse habits commit a large number of
criminal assaults against persons and property.
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Workplace substance abuse affects productivity, product quality and profits.
Employer commitment
Employers must make three commitments to meet the challenge of a drug and
alcohol-free workplace:
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Senior management must show a leadership commitment for a drug and alcohol-free
workplace by openly supporting a written policy statement.
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Employers must make a commitment of resources by assembling the needed
personnel and financial resources within their organization, as well as the
required community resources for service delivery, to make the program work.
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Employers must make a strategic planning commitment to design a plan that
effectively develops a drug and alcohol-free workplace program and places it
properly within the organization.
Drug and alcohol programs
The principal elements of this type of program should include:
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Management commitment to maintain a workplace free from the effects of drugs
and alcohol
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Employee assistance programs (EAPs)
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Written policy and procedures
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Education and training of employees and supervisors
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Program promotion
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Program administration to include testing
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Recordkeeping
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Program monitoring
In those states where drug testing is permitted, an employee drug
testing/screening policy may augment the drug and alcohol program. You should
develop this policy after you review it with your legal and medical counsel.
Your policy may include specific policies for pre-placement and post-accident
testing, as well as random testing and testing for cause, depending on what the
law allows.
Putting a program together
When developing or evaluating the effectiveness of your drug-free workplace
program, you should consider the following points:
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Management commitment
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Has senior management prepared a policy statement?
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Is it in writing? Who signed it?
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Does senior management periodically review the policy and update it as
necessary?
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Have you publicly and visually associated senior management with the program
and related policies?
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Employee assistance programs (EAPs)
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Does the EAP provide for employee or family self-referrals?
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Does the EAP provide for supervisor referrals based on documented poor job
performance?
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Does the EAP provide for company policy referrals based on a first offense?
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Is the EAP provider properly qualified (educated, trained, experienced,
certified)?
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Are all activities of the EAP confidential?
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Policy and procedures
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Do you have a written policy statement informing all employees that you
prohibit the unlawful manufacture, distribution, dispensation, possession or
use of a controlled substance or alcohol in the workplace?
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Have you established objectives for the program, such as: to assist in
providing a safe and healthful workplace; to comply with contractual
obligations or federal laws; to ensure quality work; to protect the community,
fellow workers and the company’s property or reputation?
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Does the program include illegal drugs and alcohol?
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Does the definition of workplace include customers’ locations off-site?
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Does the policy define disciplinary action? What will happen to employees and
vendors if they violate the policy? What will happen if they refuse to be
searched, screened or tested to the extent allowed by law?
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Does the policy define who will be responsible for the administration of the
program? Will you use outside vendors? What will be the role of in-house
resources such as: medical staff, EAP counselors, labor relations and human
resources?
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Has your legal and medical counsel reviewed and approved the policy and
program?
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Education and training
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Have you informed all employees of the policy, of the penalties for substance
abuse violations in the workplace, of the dangers of substance abuse, and of
any available drug counseling, rehabilitation and employee assistance programs?
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Have you trained supervisors to learn how to identify the signs and symptoms of
substance abuse and to consistently enforce the company’s policy?
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Have you established an ongoing training program for key supervisors?
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Program promotion
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Have you sent a copy of the policy statement to all contractors, suppliers and
vendors whom the program will affect? Have you informed them that this policy
will apply to them while they are working on your property?
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Have you given all employees a copy of the policy statement?
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Have you informed all employees and their families of the services available
through the company-sponsored EAP?
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Have you distributed any pamphlets, booklets or other promotional literature to
employees?
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Program administration
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Did you designate a program administrator?
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Has the administrator prepared written standard operating procedures for all
aspects of the program?
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Does the administrator identify and coordinate all activities with testing
laboratories and EAP service providers?
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Have you established confidential means of communication with testing
laboratories and EAP service providers?
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Recordkeeping
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Do you have written records and documentation for the program?
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Do you keep all records confidential?
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Have you documented attendance at all employee and supervisory employee
training sessions?
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Monitoring
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Does the administrator prepare periodic program monitoring reports for senior
management?
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Have you established any baselines by which you can monitor the program?
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Substance-free workplace premium credit programs are available in certain
states.
Want to know more?
Contact your Penn National Insurance independent agent for additional resources
in developing a substance-free workplace program. Or call your local Penn
National Insurance loss control consultant at 800.388.4764.
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