It is
estimated that lost productivity, accidents, and missed work resulting from
drug and alcohol use costs companies an average of $7000 annually. The best way
to prevent some of these unnecessary costs is through the implementation of both a
drug use policy and a drug testing policy. It is important to be aware of the
pertinent federal and state law, any laws applicable to the type of work the company
does, as well as any state law pertaining to workman’s compensation.
© Prometeus | Dreamstime Stock Photos &Stock Free Images |
At the
federal level, the Substance Abuse and Mental Health Services and Administration (SAMSHA), part of the US Department of Health and Human
Services, has strict policies outlining the standard procedure for workplace
drug screening. Such policies apply to most federal employees, the armed forces,
companies contracted by the federal government, and those that receive federal
grants. They also apply to those in the
transportation industry. In the private sector, an employer’s ability to screen
for drugs and alcohol is governed by state law. Private companies are not
compelled to adhere to SAMSHA guidelines, but it is considered good practice to
do so in case the legality of the testing ever be called into question. Furthermore,
administering testing only at SAMSHA approved testing facilities, and testing only
for approved substances, is a prudent course of action. As of March 4,
2013, the only approved lab in North Carolina is Laboratory Corporation of
America (also known as LabCorp). Both state
and federal law allow for the testing of amphetamines, cannabinoids,
cocaine, phencyclidine, and opiates. Approved testing methods are urine,
saliva, blood and hair. According to North Carolina state law, if an individual
tests positive for an illegal substance, the employer must notify the
individual within 30 days (whether it is an applicant or employee) and explain rights
for retesting, which is required by law.
Substance
abuse on the job can also be a workman’s compensation issue. In most cases,
employee’s injured on the job that are found to be under the influence of drugs
or alcohol will not be covered by their worker’s comp. Some states even have
laws that provide discounts on worker’s comp premiums when approved drug and
alcohol programs are maintained.
The
Americans with Disabilities Act of 1990 does
not protect anyone who is found to currently
be abusing drugs or alcohol. However, the Act does allow employers to implement
policies prohibiting employees from using illegal substances and to conduct
drug testing. Furthermore, the ADA covers individuals who have completed, or
are undergoing rehabilitation, and are no longer using. It is important
to consult your attorney when developing your drug policy to ensure that it
does not violate the ADA.
According to
one national survey, more than 60% of working Americans have attended work
while under the influence of drugs or alcohol. It is important for employers to
be aware of the signs that a person is using illegal substances. Management and
HR should be trained to detect symptoms of drug use, as well as the proper
steps to take if an employee is suspected of such behavior. Education should be
provided company-wide to ensure that all employees understand the drug policy,
any testing that will be done, and what their rights are.
Consult an
attorney to determine the best approach to drug testing for your company or to
review the rules already in place. It is important that the policy abides by
any applicable federal and state law. Having such a policy will create a drug
free workplace to help keep your workplace safe, productive, and healthy.
Sources
Compliance with State and Federal Mandates.(n.d.) National
Drug Screen. Retrieved March 9, 2013 from
http://www.nationaldrugscreen.com/dfmanual-compliance.html
How does substance abuse effect the workplace? (n.d.) United States Department of Labor. Retrieved
March 9, 2013 from http://www.dol.gov/elaws/asp/drugfree/benefits.htm
North Carolina—State Law Drug and Alcohol Testing Issues at
a Glance. (n.d.) Pocket Part40 North
Carolina. Retrieved on March 9, 2013 from http://www.part40northcarolina.blogspot.com/
The Cost of Employee Substance Abuse. (n.d.) National
Drug Screen. Retrieved March 9, 2013 from
http://www.nationaldrugscreen.com/costs.html
No comments:
Post a Comment