Effective hiring practices:

Post-offer drug testing helps companies avoid hiring substance-abusing workers

Workplace substance abuse does not discriminate. It transcends geography, industry and size of business. In fact, the U.S. Department of Labor reports 71 percent of all drug users over the age of 18 are employed either full- or part-time; that is more than 10 million workers. Looking at this statistic closer, it shows that one in every 12 employees is a user of illegal drugs, and one in 10 has an alcohol problem (DOL, "Saving Lives and Money").

Substance abuse is on the rise in America. Combine this fact with the relatively low unemployment rate today, and it is not surprising to discover that substance abusers are using alcohol and drugs at the workplace more frequently than in the past. Could this be occurring because employers are hard-pressed for workers, so compromising effective hiring practices becomes a necessary evil to compete in the marketplace? More than likely, there are several reasons. Regardless, companies continue to bear the direct and indirect costs associated with low-performing substance abusers such as absenteeism, tardiness and workplace accidents. One effective way for employers to avoid hiring substance abusers is to incorporate post-offer drug testing into their drug-free workplace program.

Keeping the flies away
Screening employees for drugs and alcohol after they are on the payroll and causing problems is like swatting at flies day after day and forgetting to close the window. Once the flies are in, it's hit or miss.

Post-offer drug testing is an effective screen that enables employers to keep substance abusing job candidates out of their workplace. If a drug user knows about a company's drug testing procedure, he or she will probably not apply there for a job. Instead, that person is likely to go to the company down the street that does not conduct drug screening.

Benefits of a post-offer drug program
Both employers and employees benefit from a drug-free workplace in ways that can be measured financially and non-financially. They include: increased morale, increased motivation and creativity, increased customer satisfaction and retention, positive public image and insurance cost savings due to fewer accidents and less property damage.

In addition to those benefits, there is another important benefit to drug-screening programs-safety.

Safety is big benefit of drug screening
Having a drug-screening program in place promotes safety for any size and type of business. For example, when an employee is working under the influence of drugs or alcohol, he or she runs a significantly higher risk of having an accident at work. And, of course, the higher the accident experience is, the higher the employer's workers' compensation insurance premium rises.

In addition to real-dollar costs, there are also hidden costs that further drive up the bill for American businesses. These hidden costs can cause a substantial decrease in productivity for companies.

Hidden costs uncovered
When an employee is working while under the influence of drugs or alcohol, co-workers often "cover up" for the employee and compensate for the lack of work by assuming a greater share of the workload. According to a study done by the U.S. Department of Labor, one in five workers reported having had to work harder, redo work or cover for a co-worker, had been put in danger or injured as a result of a fellow employee's alcohol use (DOL, "Working Partners"). Compensating for a substance-abusing employee's low work levels often breeds resentment among non-drug using employees. It could also lead to higher levels of employee turnover as a result of "burn out" among those who regularly perform better and produce more.

Developing a drug-free workplace
Safety professionals and consultants can actively help companies, especially small ones, establish or expand a drug-free workplace program. A comprehensive program includes five parts: 1) A policy; 2) Drug testing program; 3) Supervisor training; 4) Employee training; 5) Employee Assistance program.
1. A written substance abuse policy. The policy can be short and to the point, but it should specify where the employer stands on the issue of drug use, what the employer expects from the employees, and what the employer will do if the policy is violated. Before distributing the policy to employees, encourage the employer to consult with an attorney to make sure the policy conforms to state and federal laws that could impact when, where and how drug and alcohol testing can be performed. Lastly, recommend that employees sign the policy stating they will agree to abide by the rules of the policy.

2. A drug-testing program. The employer will also need to make sure that the drug-testing program meets several requirements, including state and federal legal requirements; disability discrimination provisions; collective bargaining agreements; and any other requirements that may apply to that particular business or trade. Instruct the employer to decide who will be tested-applicants, employees, or both? When they will be tested-as a condition of employment, after an accident, or randomly? What substances to test for? And, how frequently they will be tested?

3. Supervisor training. As those with the most direct contact with workers, supervisors can detect performance problems that could indicate substance abuse. Supervisors should be taught about the different types of drugs available and how to detect their use. They may be called upon to refer an employee to the company's Employee Assistance Program or to other local resources. Supervisors are not responsible for diagnosing the reasons for a substance abuse problem, or for treating such problems.

4. Employee training. The employer must be sure the employees understand the company's commitment to creating and maintaining a drug-free workplace. Whenever workers are hired or rehired, they need to know about the company's program. Current employees need to have the policy reinforced as well. In addition to providing copies of the policy to all new hires, the employer should post the drug-free workplace policy for all to see. Additional methods of educating employees include showing videos and sharing printed material that discuss the negative health effects of alcohol and drug use.

5. Employee Assistance Program (EAP). Each year, more and more companies offer Employee Assistance Programs (EAP) to help their employees cope with problems involving personal issues-including substance abuse. EAPs can help identify many problems and help resolve them by providing confidential, short-term counseling, referrals to specialists, and even follow-up services. If given the chance to recover, an employee can once again become a productive and effective member of the workforce.

When to administer drug testing
There are several times employers can choose to test employees for drug and alcohol use. They are: post-offer, upon reasonable suspicion or cause, post-accident, randomly, periodically and post rehabilitation. Combined, these tests can be a part of a larger policy on effective hiring practices.

Where to go for drug testing services
Drug tests range in cost from about $35-- $50 and include lab testing for specific substances, including marijuana and cocaine. Forensic experts also advise small companies to use outside labs to conduct as well as analyze the tests. Recommend to your clients drug-testing laboratories certified by the U.S. Department of Health and Human Services (HHS) or the College of American Pathologists (CAP), Forensic Urine Drug Testing Program. These facilities are staffed by toxicologists and also guarantee employee confidentiality.

For more information on drug screening and to help your clients find an HHS lab in their area, contact the National Clearinghouse for Alcohol and Drug Information at 1-800-729-6686. For CAPS labs, phone the organization's main office in Northfield, Illinois, at 1-800-522-5678.

A winning situation for all
Helping clients establish a post-offer drug-screening program is a win-win-win situation. The employer controls expenses and takes a proactive approach to prevent costly workplace accidents. Non-substance abusing employees are more productive and efficient in their tasks since they need not assume a higher workload or correct mistakes made by a substance-abusing co-worker. Finally, as a safety expert, you broaden your scope of effectiveness because the employer realizes your value and loss-prevention expertise in a pre-loss environment.

The results are clear. Post-offer drug testing is a sound recommendation for improving your clients' effective hiring practices as well as for avoiding on-the-job injuries due to substance abuse at the workplace.

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REFERENCES

a. U.S. Department of Labor. "Saving Lives and Money: Solving Substance Abuse in the Workplace." Department of Labor on the Web. http://www.dol.gov/asp/programs/drugs/workingpartners/saving.htm.
b. (DOL 1)

a. U.S. Department of Labor. Working Partners: Small Business Workplace Kit. Facts and Figures." Department of Labor on the Web. http://www.dol.gov/asp/programs/drugs/workingpartners/Screen15.htm.
b. (DOL 5)

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