One out of every 12 employees uses illicit drugs at least once a month. Could there be a drug abuse problem in your shop?
By Jim Halloran, Contributing Editor“We’ve had two encounters with drug abuse in our shop. One turned out badly, the other had a happy ending,” says Dick Strom, owner of Modern Collision Rebuild in Bainbridge, Wash. Early on, Strom faced some major workplace challenges when he had to deal with technicians and drug use. It’s a growing problem in the automotive industry, and the following is an account of Strom’s experiences.Tech No. 1
One of these men, who was in his early 20s and was an entry-level technician, doing cleanup, putting on bumpers and doing some mechanical repairs. He started using drugs through the influence of a group he hung out with—what I call the dart-throwing and beer guzzling crowd. He was using crack cocaine, and on at least one occasion, he almost died from an overdose. I learned about his problem from some of the other techs.We confronted him, and I offered to pay about $5,000 for a treatment program, with the idea that after this treatment he would continue to work in my shop and, if he could, pay back the fee. He was grateful and told me, “That’s great. I really want to get out of this mess. It’s ruining me.” When he came in the next morning, I was ready to help him into a local detox center.But that morning he told me that he had talked with his buddies and they told him he really wasn’t having a problem. He then said he wasn’t interested in getting treatment. I fired him on the spot and gave him his final paycheck. I later learned that he was serving a two-year term in prison for selling narcotics. Tech No. 2
We had another young man who was an assistant manager, a very bright individual with a wife and one child. His performance started to decline, which caused a backup in the shop. He loved to play basketball after work, so I wasn’t surprised by his constant sniffling. I figured it was just a bad cold. I didn’t realize at the time that this is one of the signs of a heavy cocaine user. Since he needed money to support his habit, he found creative ways of stealing from the shop. This was a very busy period for us, and we were putting out work like crazy. We discovered that he was taking money out of our cash reserve and other sources in large sums. He also was ordering various supplies on our account, throwing away the invoices, then reselling these items. For example, a $300 cash payment came in for a small job we did, but it never made it to the bank.When we uncovered what he was doing, I called in a locksmith, changed all our locks, then fired him that same day. This was an intelligent young man who could have made a good living if he wasn’t a slave to drugs. He bounced around from shop to shop, living on the edge. He picked the wrong route in life because of his addiction.Technician No. 1, the guy who served time in jail, finally kicked his habit. In fact, we hired him back for a while. He’s still clean and has a good-paying job in the area. We recently received a wedding invitation from him. So that case had a happy ending.Drug use is upMore Info? Here’s where to go.
Here are some organizations that can help you set up a drug-free workplace program:Contact your state’s Human Services department, either a local office or in the state capitol.Institute for a Drug-Free Workplace: (201) 842-2400National Clearinghouse for Drug and Alcohol Information: (800) 729-6686The Drug-Free Workplace Advisor, a free, online interactive tool that helps employers create a drug-free workplace program: www.dol.gov/elaws/drugfree.htm
According to the Institute for a Drug-Free Workplace, one out of every 12 employees, and one out of five employees between ages 18 and 25, use some illicit drug at least once a month. The most commonly abused drugs are marijuana, cocaine, barbiturates, amphetamines and heroin.
The U.S. government reports that more Americans abused illegal drugs and alcohol in 2001 than in the previous year. The government’s annual survey on drug, alcohol and tobacco abuse found that an estimated 15.9 million Americans used an illegal drug in 2001. That adds up to 7.1 percent of the population—up from 6.3 percent in 2000.“Overall, the Household Survey [on Drug Abuse] estimated that 16.6 million Americans aged 12 or older in 2001 were classified with dependency on or abuse of either alcohol or illicit drugs,” says Tommy Thompson, secretary for the Department of Health and Human Services in Washington, D.C. That equals 7.3 percent of the population. Charles Curie, head of the Substance Abuse and Mental Health Services Administration, and other officials blame the post-World War II baby boomer generation for part of the upswing. “The perception of marijuana being a risky drug went down and abuses went up,” Curie says.John Walters, director of National Drug Control Policy, points out that the overwhelming majority of drug abusers don’t believe they need help, as was the case with Tech No. 1. “The denial gap is one of our biggest treatment problems,” Walters says. It’s estimated that the number of people who needed treatment for illegal drug use rose from 4.7 million in 2000 to 6.1 million in 2001. And of the 5 million users who have not received help, only an estimated 377,000 recognized a need for treatment.One reason for an increase in drug use is Oxycontin, a prescription painkiller that has become popular among abusers. In 1999, 221,000 people abused the drug. The number increased fourfold in 2001, to 957,000. Also, 8.1 million people say they have tried Ecstasy, up from 6.5 million in 2001.Drug use in the workplace
Current research documents the problems most frequently reported about drug-using employees as the following:increased use of health services and insurance benefits; greater absenteeism; more frequent job turnover; increased risk of accidents; and decreased productivity.According to the U. S. Occupational Safety and Health Administration (OSHA), 47 percent of all industrial accidents in the United States are related to drugs and/or alcohol. Drug and alcohol abusers file about five times as many workers’ compensation claims as non-abusers. National statistics also indicate that drug and alcohol abusers use 300 percent more medical benefits than non-abusers.Going drug-free
What do these sobering statistics mean to you, the shop owner? There are some steps you can take to ensure a drug-free workplace. The U.S. Deparment of Labor has developed a small business workplace kit designed to protect against the negative impact of workplace drug and alcohol abuse. This program generally includes these five components:
1. A drug-free workplace policy
2. Supervisor training
3. Employee education
4. Employee assistance
5. Drug testing
Although you may choose not to include all five components, it’s recommended that all be explored and considered. Research shows a positive relationship between the number of components included and a program’s overall effectiveness. Drug testing is only one part of a comprehensive, drug-free workplace program, but it is not required on many work sites.Suggested steps
Component 1: Writing a drug-free workplace policy
A written drug-free workplace policy is the foundation of any program. Every organization’s written policy should be unique and tailored to meet its specific needs. However, all effective policies have a few things in common.First, a written policy should clearly state why the policy or drug-free workplace program is being implemented. Your reason can be as simple as a company being committed to protecting the safety, health and well-being of its employees and customers, and recognize that abuse of alcohol and drugs can compromise this dedication.The second element of a written policy is a clear description of behavior that is prohibited. At a minimum, this should include a statement that the “use, possession, transfer or sale of illegal drugs or controlled substances by employees is prohibited.”The third fundamental element is a thorough explanation of the consequences for violating the policy. These may include discipline up to and including termination and/or referral for assistance. Consequences should be consistent with other existing personnel policies and any applicable state laws.Employers should note that sharing their policies with all employees is essential. Many companies find it helpful to ask for feedback from employees during the policy development stage.
Component 2: Supervisor training
After developing a written policy, you should train those individuals closest to the workforce—supervisors. Training supervisors is an integral part of every drug-free workplace program. At a minimum, supervisor training should include a review of:your drug-free workplace policy; the supervisor’s specific responsibilities in implementing the policy; and ways to recognize and deal with employees who have job performance problems that may be related to alcohol and/or other drugs.In addition, this person’s responsibilities should include monitoring employees’ job performance, staying alert to performance problems and enforcing the policy. The supervisor should not, however, be expected to diagnose drug-related problems or provide counseling. They should refer employees to available assistance.
Component 3: Employee educationAn education program is a systematic approach to providing employees with the information they need to fully understand, cooperate with and benefit from their organization’s drug-free workplace program. An effective education program provides specific information, such as details of your program, as well as more general information about the nature of alcohol and drug abuse; its impact on work performance, health and personal and family life; and what types of help are available.All employees should be required to take part in the education program. And the message should be delivered on an ongoing basis, not as a one-time effort. Forums for employee education may include home mailings, posters and displays in the shop; guest speakers; seminars and sessions for new employee orientation.
Component 4: Providing assistance
Employee Assistance Programs (EAPs) are an extremely effective vehicle for addressing and resolving poor workplace performance that may stem from drug abuse. In addition to short-term counseling and referrals, many EAPs offer related services, such as supervisor training and employee education. If hiring an EAP is too expensive for your shop, you can organize a group of shops in your area to share the cost.EAPs are an excellent benefit for employees and their families. They clearly demonstrate your responsiveness and respect for your staff. They also offer an alternative to dismissal and minimize your legal vulnerability because they clearly show your effort to accommodate troubled employees.
Component 5: Alcohol and drug testing
Despite their controversial nature, alcohol and drug testing is becoming more common among many drug-free workplace programs. However, before deciding whether or not to include testing in your program, you should consider these factors:
1. Who will be tested? Possibilities include all employees, job applicants and/or employees in safety-sensitive positions.
2. When will tests be conducted? Possibilities include pre-employment, upon reasonable suspicion or for cause, post-accident, randomly, periodically and post-rehabilitation.
3. Which drugs will you test for? Possibilities include five drugs required by many federal agencies (marijuana, opiates, amphetamines, cocaine and PCP).
4. How will the tests be conducted? This could include urinalysis, saliva tests, hair tests, breath-alcohol tests, sweat patches and blood tests. Many states have laws that dictate the types of tests that may and may not be used. All federal drug-testing programs must conduct tests in accordance with the Guidelines for Federal Workplace Drug Testing Programs, published by the U.S. Department of Health and Human Services Administration (available on the Internet at www.health.org/workplace or by calling the National Clearinghouse for Drug and Alcohol Information at (800) 729-6686).
5. State and federal laws. You should become familiar with existing local, state and federal laws that may impact when, where and how drug and alcohol testing is performed. Before you adopt any drug testing program, it’s a good idea to consult with your lawyer.
One of these men, who was in his early 20s and was an entry-level technician, doing cleanup, putting on bumpers and doing some mechanical repairs. He started using drugs through the influence of a group he hung out with—what I call the dart-throwing and beer guzzling crowd. He was using crack cocaine, and on at least one occasion, he almost died from an overdose. I learned about his problem from some of the other techs.We confronted him, and I offered to pay about $5,000 for a treatment program, with the idea that after this treatment he would continue to work in my shop and, if he could, pay back the fee. He was grateful and told me, “That’s great. I really want to get out of this mess. It’s ruining me.” When he came in the next morning, I was ready to help him into a local detox center.But that morning he told me that he had talked with his buddies and they told him he really wasn’t having a problem. He then said he wasn’t interested in getting treatment. I fired him on the spot and gave him his final paycheck. I later learned that he was serving a two-year term in prison for selling narcotics. Tech No. 2
We had another young man who was an assistant manager, a very bright individual with a wife and one child. His performance started to decline, which caused a backup in the shop. He loved to play basketball after work, so I wasn’t surprised by his constant sniffling. I figured it was just a bad cold. I didn’t realize at the time that this is one of the signs of a heavy cocaine user. Since he needed money to support his habit, he found creative ways of stealing from the shop. This was a very busy period for us, and we were putting out work like crazy. We discovered that he was taking money out of our cash reserve and other sources in large sums. He also was ordering various supplies on our account, throwing away the invoices, then reselling these items. For example, a $300 cash payment came in for a small job we did, but it never made it to the bank.When we uncovered what he was doing, I called in a locksmith, changed all our locks, then fired him that same day. This was an intelligent young man who could have made a good living if he wasn’t a slave to drugs. He bounced around from shop to shop, living on the edge. He picked the wrong route in life because of his addiction.Technician No. 1, the guy who served time in jail, finally kicked his habit. In fact, we hired him back for a while. He’s still clean and has a good-paying job in the area. We recently received a wedding invitation from him. So that case had a happy ending.Drug use is upMore Info? Here’s where to go.
Here are some organizations that can help you set up a drug-free workplace program:Contact your state’s Human Services department, either a local office or in the state capitol.Institute for a Drug-Free Workplace: (201) 842-2400National Clearinghouse for Drug and Alcohol Information: (800) 729-6686The Drug-Free Workplace Advisor, a free, online interactive tool that helps employers create a drug-free workplace program: www.dol.gov/elaws/drugfree.htm
According to the Institute for a Drug-Free Workplace, one out of every 12 employees, and one out of five employees between ages 18 and 25, use some illicit drug at least once a month. The most commonly abused drugs are marijuana, cocaine, barbiturates, amphetamines and heroin.
The U.S. government reports that more Americans abused illegal drugs and alcohol in 2001 than in the previous year. The government’s annual survey on drug, alcohol and tobacco abuse found that an estimated 15.9 million Americans used an illegal drug in 2001. That adds up to 7.1 percent of the population—up from 6.3 percent in 2000.“Overall, the Household Survey [on Drug Abuse] estimated that 16.6 million Americans aged 12 or older in 2001 were classified with dependency on or abuse of either alcohol or illicit drugs,” says Tommy Thompson, secretary for the Department of Health and Human Services in Washington, D.C. That equals 7.3 percent of the population. Charles Curie, head of the Substance Abuse and Mental Health Services Administration, and other officials blame the post-World War II baby boomer generation for part of the upswing. “The perception of marijuana being a risky drug went down and abuses went up,” Curie says.John Walters, director of National Drug Control Policy, points out that the overwhelming majority of drug abusers don’t believe they need help, as was the case with Tech No. 1. “The denial gap is one of our biggest treatment problems,” Walters says. It’s estimated that the number of people who needed treatment for illegal drug use rose from 4.7 million in 2000 to 6.1 million in 2001. And of the 5 million users who have not received help, only an estimated 377,000 recognized a need for treatment.One reason for an increase in drug use is Oxycontin, a prescription painkiller that has become popular among abusers. In 1999, 221,000 people abused the drug. The number increased fourfold in 2001, to 957,000. Also, 8.1 million people say they have tried Ecstasy, up from 6.5 million in 2001.Drug use in the workplace
Current research documents the problems most frequently reported about drug-using employees as the following:increased use of health services and insurance benefits; greater absenteeism; more frequent job turnover; increased risk of accidents; and decreased productivity.According to the U. S. Occupational Safety and Health Administration (OSHA), 47 percent of all industrial accidents in the United States are related to drugs and/or alcohol. Drug and alcohol abusers file about five times as many workers’ compensation claims as non-abusers. National statistics also indicate that drug and alcohol abusers use 300 percent more medical benefits than non-abusers.Going drug-free
What do these sobering statistics mean to you, the shop owner? There are some steps you can take to ensure a drug-free workplace. The U.S. Deparment of Labor has developed a small business workplace kit designed to protect against the negative impact of workplace drug and alcohol abuse. This program generally includes these five components:
1. A drug-free workplace policy
2. Supervisor training
3. Employee education
4. Employee assistance
5. Drug testing
Although you may choose not to include all five components, it’s recommended that all be explored and considered. Research shows a positive relationship between the number of components included and a program’s overall effectiveness. Drug testing is only one part of a comprehensive, drug-free workplace program, but it is not required on many work sites.Suggested steps
Component 1: Writing a drug-free workplace policy
A written drug-free workplace policy is the foundation of any program. Every organization’s written policy should be unique and tailored to meet its specific needs. However, all effective policies have a few things in common.First, a written policy should clearly state why the policy or drug-free workplace program is being implemented. Your reason can be as simple as a company being committed to protecting the safety, health and well-being of its employees and customers, and recognize that abuse of alcohol and drugs can compromise this dedication.The second element of a written policy is a clear description of behavior that is prohibited. At a minimum, this should include a statement that the “use, possession, transfer or sale of illegal drugs or controlled substances by employees is prohibited.”The third fundamental element is a thorough explanation of the consequences for violating the policy. These may include discipline up to and including termination and/or referral for assistance. Consequences should be consistent with other existing personnel policies and any applicable state laws.Employers should note that sharing their policies with all employees is essential. Many companies find it helpful to ask for feedback from employees during the policy development stage.
Component 2: Supervisor training
After developing a written policy, you should train those individuals closest to the workforce—supervisors. Training supervisors is an integral part of every drug-free workplace program. At a minimum, supervisor training should include a review of:your drug-free workplace policy; the supervisor’s specific responsibilities in implementing the policy; and ways to recognize and deal with employees who have job performance problems that may be related to alcohol and/or other drugs.In addition, this person’s responsibilities should include monitoring employees’ job performance, staying alert to performance problems and enforcing the policy. The supervisor should not, however, be expected to diagnose drug-related problems or provide counseling. They should refer employees to available assistance.
Component 3: Employee educationAn education program is a systematic approach to providing employees with the information they need to fully understand, cooperate with and benefit from their organization’s drug-free workplace program. An effective education program provides specific information, such as details of your program, as well as more general information about the nature of alcohol and drug abuse; its impact on work performance, health and personal and family life; and what types of help are available.All employees should be required to take part in the education program. And the message should be delivered on an ongoing basis, not as a one-time effort. Forums for employee education may include home mailings, posters and displays in the shop; guest speakers; seminars and sessions for new employee orientation.
Component 4: Providing assistance
Employee Assistance Programs (EAPs) are an extremely effective vehicle for addressing and resolving poor workplace performance that may stem from drug abuse. In addition to short-term counseling and referrals, many EAPs offer related services, such as supervisor training and employee education. If hiring an EAP is too expensive for your shop, you can organize a group of shops in your area to share the cost.EAPs are an excellent benefit for employees and their families. They clearly demonstrate your responsiveness and respect for your staff. They also offer an alternative to dismissal and minimize your legal vulnerability because they clearly show your effort to accommodate troubled employees.
Component 5: Alcohol and drug testing
Despite their controversial nature, alcohol and drug testing is becoming more common among many drug-free workplace programs. However, before deciding whether or not to include testing in your program, you should consider these factors:
1. Who will be tested? Possibilities include all employees, job applicants and/or employees in safety-sensitive positions.
2. When will tests be conducted? Possibilities include pre-employment, upon reasonable suspicion or for cause, post-accident, randomly, periodically and post-rehabilitation.
3. Which drugs will you test for? Possibilities include five drugs required by many federal agencies (marijuana, opiates, amphetamines, cocaine and PCP).
4. How will the tests be conducted? This could include urinalysis, saliva tests, hair tests, breath-alcohol tests, sweat patches and blood tests. Many states have laws that dictate the types of tests that may and may not be used. All federal drug-testing programs must conduct tests in accordance with the Guidelines for Federal Workplace Drug Testing Programs, published by the U.S. Department of Health and Human Services Administration (available on the Internet at www.health.org/workplace or by calling the National Clearinghouse for Drug and Alcohol Information at (800) 729-6686).
5. State and federal laws. You should become familiar with existing local, state and federal laws that may impact when, where and how drug and alcohol testing is performed. Before you adopt any drug testing program, it’s a good idea to consult with your lawyer.
