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Published 9/2004 Don't
Hire an Accident! A reminder of why workplace
drug testing is so important.
Here is a fictional but typical scenario of the factors and
costs involved when an employee has an accident caused while
under the influence of alcohol or drugs.
As you can see, the costs to the employer just keep snowballing.
It was a bad crash; the driver of the Smith Delivery
truck sideswiped another car, causing the delivery truck
to flip over on the highway. The road was shut down for
3 hours. The Smith Delivery truck driver suffered a broken
arm and ribs. He was out of work for 8 weeks. The driver
of the car suffered severe whiplash and back strain. The
Smith Delivery Company's insurance carrier paid for the
auto damage and medical care reimbursement ($18,000).
The Smith Delivery truck was totaled ($40,000). The perishable
cargo/food was destroyed (valued at $20,000). The restaurant
that was waiting for the cargo delivery had to limit its
menu, losing sales that day. The restaurant manager found
another supplier the next day. Smith Delivery ended up
losing a valuable ($200,000 per year) customer. Smith
Delivery had to rent another delivery truck, hire a temporary
driver, and the story goes on and on.
The cause of the vehicle accident, determined
by a hospital toxicology test, was that the driver was
"high" on crack cocaine. The driver, who had
only worked for Smith Delivery for 5 weeks, had admitted
to getting high while at work. Smith Delivery Company
did not have a drug-testing policy in place. The workers'
comp claim was denied and the driver was fired, but that
was only one small victory for the Smith Delivery Company
compared to the total impact of this accident on the company.
Pay now or pay later. For choosing not to implement
a drug-testing policy and not conducting a $50 pre-employment
drug test on the driver, the Smith Delivery Company is
now "paying later."
The statistics from various industry and government
sources are sobering:
77% of illicit drug users are employed either full
or part time.1
Substance abusing workers (drugs & alcohol) are
5 times more likely to file a workers' comp claim, and
3 times more likely to be involved in on-the job accidents.
2
It is also common knowledge that employees who abuse
drugs and alcohol are more frequently late for work and
absent from work more than non-substance abusing employees.
In Maryland for 2001, there were more than 37,000 drug
arrests statewide. 3
Maryland now has 28 "Drug Courts" around
the State just to handle the cases.
In Baltimore City, it is estimated that 60,000 residents
have a drug addiction. That's 1 in 10 residents. 4
Many of Maryland's substance abusers are looking for
a job - are you hiring?
IWIF reminds all Maryland employers, especially small-and
medium-size businesses, to start a drug-testing program
today. It is so important for business owners to think
about what could be their "Smith Delivery" catastrophe.
The benefits to the success of your business and your
bottom line are well worth the time and initial costs.
Developing a Drug-free Workplace
A comprehensive program includes these important elements:
1.
Develop a written substance abuse policy. It can be
short and to the point, but it should specify where you
stand on the issue of drug use, what you expect from your
employees, and what you'll do if the policy is violated.
All employees must sign the policy. Their signature ensures
they understand and agree to abide by the rules of the
policy. IWIF can help you write your policy, or we can
provide you with sample policies from others in your industry.
Important: Before going "public" with your policy,
it is advisable to consult with an attorney to make sure
it conforms to all legal requirements.
2.
Post "This is a Drug-Free Workplace" posters
and signs near the
entrance to your building/lobby or job applicant reception
area. This can be your first line of defense against hiring
a substance abuser. Publicize your drug testing/drug-free
workplace in all your job/hiring advertisements and on
your official job application. Need a poster or sign?
IWIF has created "We Conduct Drug-Testing" posters
and desktop signs free for our policyholders. You can
request these and other posters for free by e-mailing
publications@iwif.com.
3.
Put in place a drug-testing program. You will need
to make sure that your 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 your business or trade. Please consult with your company's
Human Resources and Legal departments for information
required to start your program. Know who you will test-applicants,
employees, or both. Know when you will test-as a condition
of employment, randomly, or after an accident. Know what
drugs you want to test for. And, know how often you will
test-weekly, monthly, or randomly. Choose a drug-testing
laboratory certified by the U.S. Department of Health
and Human Services (www.samhsa.gov) or the College of
American Pathologists (CAP), Forensic Urine Drug Testing
Program (www.cap.org).
4.
Educate supervisors on what to do if they notice substance
abuse. Your supervisors have the most direct contact
with workers, and they can detect performance problems
that might indicate substance abuse. Supervisors should
know 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 substance abuse resources. Be aware
that supervisors are not responsible for diagnosing the
reasons for a substance abuse problem, or for treating
such problems.
5.
Set up an education and awareness program for employees.
You must be sure your employees understand your commitment
to a drug-free workplace. Whenever new workers are hired
or rehired, they need to know about your company's program.
Current employees need to have the policy reinforced as
well. In addition to providing copies of your policy to
all new hires, you may want to post your 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. IWIF can provide both videos as well as printed
material to help you get the word out to your employees.
6.
Consider an Employee Assistance Program (EAP). Each
year, more and more companies offer Employee Assistance
Programs (EAP) to help their employees deal 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. The thinking
behind this holds that employees can once again become
productive and effective members of your workforce-if
given the chance to recover.
For more information and assistance
in establishing a drug-free workplace program, contact
the IWIF Loss Control Department at
410-494-2014 or go to www.iwif.com and click on "Loss
Prevention Services."
By creating a drug-free workplace, you just might
help turn around the life of a drug user who wants
to "get clean," get a job, and get another
chance at life.
Here is a fictional but typical scenario of the factors and
costs involved when an employee has an accident caused while
under the influence of alcohol or drugs.
1.
Develop a written substance abuse policy. It can be
short and to the point, but it should specify where you
stand on the issue of drug use, what you expect from your
employees, and what you'll do if the policy is violated.
All employees must sign the policy. Their signature ensures
they understand and agree to abide by the rules of the
policy. IWIF can help you write your policy, or we can
provide you with sample policies from others in your industry.
Important: Before going "public" with your policy,
it is advisable to consult with an attorney to make sure
it conforms to all legal requirements. 
2.
Post "This is a Drug-Free Workplace" posters
and signs near the
entrance to your building/lobby or job applicant reception
area. This can be your first line of defense against hiring
a substance abuser. Publicize your drug testing/drug-free
workplace in all your job/hiring advertisements and on
your official job application. Need a poster or sign?
IWIF has created "We Conduct Drug-Testing" posters
and desktop signs free for our policyholders. You can
request these and other posters for free by e-mailing
publications@iwif.com.
3.
Put in place a drug-testing program. You will need
to make sure that your 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 your business or trade. Please consult with your company's
Human Resources and Legal departments for information
required to start your program. Know who you will test-applicants,
employees, or both. Know when you will test-as a condition
of employment, randomly, or after an accident. Know what
drugs you want to test for. And, know how often you will
test-weekly, monthly, or randomly. Choose a drug-testing
laboratory certified by the U.S. Department of Health
and Human Services (www.samhsa.gov) or the College of
American Pathologists (CAP), Forensic Urine Drug Testing
Program (
4.
Educate supervisors on what to do if they notice substance
abuse. Your supervisors have the most direct contact
with workers, and they can detect performance problems
that might indicate substance abuse. Supervisors should
know 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 substance abuse resources. Be aware
that supervisors are not responsible for diagnosing the
reasons for a substance abuse problem, or for treating
such problems. 
5.
Set up an education and awareness program for employees.
You must be sure your employees understand your commitment
to a drug-free workplace. Whenever new workers are hired
or rehired, they need to know about your company's program.
Current employees need to have the policy reinforced as
well. In addition to providing copies of your policy to
all new hires, you may want to post your 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. IWIF can provide both videos as well as printed
material to help you get the word out to your employees.
6.
Consider an Employee Assistance Program (EAP). Each
year, more and more companies offer Employee Assistance
Programs (EAP) to help their employees deal 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. The thinking
behind this holds that employees can once again become
productive and effective members of your workforce-if
given the chance to recover.
