Substance abuse costs U.S. employers more than $6 billion per year, including costs for lost productivity and related health and crime issues, according to the National Institute on Drug Abuse. Surveys have found that about 75 percent of adult illicit-drug users are employed, and the construction industry, in particular, has some of the highest rates of alcohol and drug abuse — often to detrimental consequences.
Here, a look at substance abuse in the construction industry, and some tips on implementing a drug-free policy in the workplace.
The impact of drug use on construction companies
The negative impact of substance abuse on a job site ranges from high absenteeism and lowered morale to the endangerment of others — and even death from accidents caused by things like falls or failure to follow proper ladder safety. Employers face the risk of lawsuits because of at-fault accidents and increased insurance premiums, if they can even get insured at all without an alcohol and drug policy.
A Cornell University study on drug testing in the construction industry found that the average company experienced more than a 50 percent reduction in its injury rate within two years of implementing a drug-testing program, and reduced workers’ comp costs by more than 10 percent.
It’s in your best interest as an employer to draft a solid substance abuse policy. Here are some things to consider.
Elements of a drug-free workplace program
A comprehensive alcohol and drug program includes the following elements:
- A written policy to explain the reason for the program and how compliance will be achieved and enforced
- Employee education
- Supervisor training
- Employee assistance program (EAP)
- Drug and alcohol testing
In this post, we will focus on the first element: the written policy. There’s no need to start from scratch or hire a lawyer to write one for you. The U.S. Department of Labor (DOL) has an online Drug-Free Workplace Policy Builder that walks you through 13 questions about what the policy will cover, what behaviors will be prohibited, consequences for violating the policy, enforcement, and more. The DOL recommends having a legal consultant review the policy before it’s implemented.
Important to note is that the new laws legalizing pot in certain states do not affect employers’ drug policies at all. The law states that employers can still legally fire employees whose drug tests come back positive.
In addition to legal compliance and cost savings from accident and injury prevention, employers who support drug-free workplace programs may qualify for government contracts and insurance discounts. Moreover, it shows your commitment to health and safety in the workplace.
For help training your employees and fine-tuning the alcohol and drug policy for your company, contact Diversified Safety Services today.
