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Your drug-free workplace initiative can be an invaluable tool in your efforts to strengthen and protect your business and your employees from the hazards of alcohol and other drug abuse. At the same time, it can lessen  organizational, social, and psychological risk factors that erode the bottom line. Employers who have implemented drug-free workplace programs report some of the benefits they have noted:
- Decreases in absenteeism, accidents, downtime, turnover, and theft; increases in productivity; overall improved morale.[1, 2, 3, 4]
- Better health status among many employees and family members and decreased use of medical benefits.[5, 6]
- Decreased premium costs for certain kinds of insurance, such as Workers’ Compensation.[7]
- Employees, employee representatives, and unions often welcome drug-free workplace programs.[8, 9]
- Current users of illegal drugs prefer organizations that do not have such programs.[10]
This Web site gives an overview of the process of building, implementing, and sustaining a drug-free workplace program for your employees. It will help you create a program that is appropriate for your organization’s needs and resources.
Since organizations differ greatly in size, type, and available resources, drug-free workplace programs are not “one size fits all.” They range from the basics to comprehensive efforts. There are three general types of programs:
Type 1. Small businesses with low safety/security risks and employees with few risk factors for substance abuse: A basic drug-free workplace program would include a policy and an employee awareness program but probably would not include drug testing.
Type 2. Small or medium-sized businesses with moderate to high safety/security risks or numerous employee substance abuse risk factors: A drug-free workplace program might include some form of drug testing and perhaps the services of an external employee assistance program (EAP) in addition to the policy and awareness components.
Type 3. Medium to large businesses with moderate to high safety/security risks and moderate to high employee risk factors: A drug-free workplace program would likely include some form of drug testing, an EAP, and a fairly comprehensive health promotion/wellness program, as well as the basic awareness and policy elements.
There can be many variations on these three types of programs, as organizations tailor them to their particular needs and characteristics. Following is a stepwise approach that many different kinds of employers can use to build, implement, and sustain drug-free workplace policies and programs that meet their specific requirements.
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 Building a program
The following six steps will help you build a customized program:
- 1. Assess your needs
2. Identify available resources
3. Develop a written policy
4. Determine whether to have an EAP
5. Determine whether to do drug testing
6. Plan to educate your employees and train supervisors
STEP 1. ASSESS YOUR NEEDS
Questions to answer as you assess your needs include
- Is yours a large organization employing individuals in safety-sensitive positions?
- Does it conduct federally funded projects?
- Is the organization in the transportation sector, with mandated drug testing requirements?
- Does the organization have a high prevalence of substance abuse problems?
- Does it employ a population of workers for whom prevention education is critical?
A drug-free workplace policy and program are required for organizations with federally funded projects. At minimum, a written policy, supervisor training, and employee education must be in place.
If your organization is in a sector with mandated drug testing requirements, your policy and program must follow the requirements for testing.
STEP 2. IDENTIFY AVAILABLE RESOURCES
Here are the types of resources you might inventory as part of your planning process:
- A drug-free workplace policy already in place
- A drug testing program in place
- Human resources staff in place
- A health promotion program in place
- An EAP in place
If yours is a small to medium-sized organization, you may consider a type-1 program. If you are a larger organization, you may have resources to support a more comprehensive program for your employees (type 2 or 3).
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STEP 3. DEVELOP A DRUG-FREE WORKPLACE POLICY
A written drug-free workplace policy is the cornerstone of an effective program. It should include
- Rationale for the policy
- The reason for the policy
- What it is designed to do
- How it was developed
- Expectations and prohibitions
- Employee behaviors that are expected
- What substances and behaviors are prohibited
- Consequences and appeals
- Consequences if an employee violates the policy
- Procedures for determining if an employee has violated the policy
- How appeals will be handled
- Benefits and assurances
- Efforts to help employees comply with the policy
- How requests for help will be handled
- How employee confidentiality will be protected
- How fairness and consistency will be maintained
For more help and materials on developing a drug-free workplace policy click here, or call SAMHSA’s Workplace Helpline at 1–800–WORKPLACE.
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STEP 4. DETERMINE WHETHER TO HAVE AN EMPLOYEE ASSISTANCE PROGRAM
Employee assistance programs are programs sponsored by your business or organization—or by a union—that serve employees and their families. EAP services vary across programs from those addressing only problems related to alcohol and other drug use to those covering a broad range of issues. Some programs include health and wellness activities.
All organizations should seriously consider adding the services of either an external or internal EAP. Small businesses can obtain EAP services through their health care provider by joining a consortium of small businesses to get cost-effective rates. The need for an EAP is even greater if a high proportion of your employees are at risk for a variety of social and emotional problems—not just substance abuse.
EAP services may include assessment, referral, aftercare/follow-up, management consultation, supervisory training, employee education, individual or motivational counseling, and drug-free workplace policy development and implementation.
EAPs encourage employees and family members to seek help before a problem becomes a crisis. EAP services are designed to be confidential, with confidentiality of records guaranteed. For more information click here.
STEP 5. DETERMINE WHETHER TO INCLUDE DRUG TESTING
Drug testing is an organizational protective factor that can deter employees from coming to work unfit for duty and discourage alcohol and other drug abusers from joining your organization.
The first consideration regarding drug testing is to determine whether it is required for some or all of your employees. Below are some of the reasons employers give for having a drug testing program:
- To comply with Federal regulations
- To comply with customer or contract requirements
- To comply with insurance carrier requirements
- To minimize the chance of hiring employees who may be users or abusers
- To reinforce the organization’s “no drug use” position
- To identify current users and abusers and refer them for assistance
- To establish grounds for discipline or firing
- To improve safety
- To deter recreational drug use that could lead to addiction
- To reduce the costs of alcohol and other drug abuse in the workplace
Employers who are required by one or more Federal agencies to test for drugs should refer to the specific regulations to determine the necessary types of testing. Unless drug testing is required by law/regulation, it will likely be a mandatory subject of collective bargaining if employees are part of a union.
For more information about drug
testing click here.
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The employee education program component is the keystone to implementing a successful drug-free workplace program. Having a plan for introducing and explaining the drug-free workplace program to employees and for informing them about substance abuse–related issues will be important to your program’s overall success.
As you plan your employee education component, make sure it is aimed at all employees and all levels of the organization. It should accomplish the following:
- Set forth the drug-free workplace policy, the program, and the rules.
- Explain how to access assistance (e.g., self-refer to the EAP before problems appear on the job).
- Explain how employee performance problems will be evaluated and how referrals for assistance will be handled.
- Provide details regarding the circumstances, procedures, and other elements of drug testing (if testing is included in the policy).
- Explain confidentiality and other employee protections in the policy.
- Provide information about substance abuse such as types and effects of drugs, symptoms of use, and effects on performance.
- Explain the relationship of the employee assistance program to any drug testing, treatment, rehabilitation, and aftercare.
For more information about training click here.
Be sure to include an employee awareness program that communicates the hazards of substance abuse and the benefits of avoiding substance abuse. At minimum, the employee education component should also
- Provide print materials on the hazards of alcohol and drugs
- Inform employees how to avoid substance abuse problems
- Provide general health promotion material on stress management, healthful eating, and fitness as well as alcohol and other drugs
As resources permit, it is highly recommended that organizations select one of several evidence-based substance abuse prevention programs that present materials in the context of broader health and safety issues. Workplace, evidence-based programs are described in the brochure “SAMHSA NREPP Model Programs for the Workplace” (PDF file).
Supervisor Training
In organizations with several or more supervisors, it is recommended that they be provided with special training to ensure that they understand the drug-free workplace policy and their particular roles in preventing and addressing employee substance use. The depth and scope of supervisor training will grow as a function of
- Implementation of drug testing
- Substantial prevalence of substance use
- Organization resources to support the training
For more information click here.
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Implementing a program
This section summarizes key implementation considerations for each program component.
EMPLOYEE ASSISTANCE PROGRAMS
EAPs may be internal, external, internal/external, or consortiums (between various organizations) and of a union-based structure. They may be management-sponsored member assistance programs provided by unions or peer-assistance programs sponsored by employers or unions. The following describes a range of implementation options:
Referral Only
These programs provide supervisors and managers with a telephone number to give to troubled employees for accessing referrals to community resources, self-help options, and substance abuse treatment providers.
In House
These programs have employees who specialize in crisis intervention, assessment, and referral to outside sources for assistance. They also may provide assistance to supervisors and managers in handling employee performance  reviews and identifying problems.
Contract
Outside programs offer crisis intervention, short-term counseling, assessment, and referral to specialized sources of assistance with the use of a consultant or firm providing these services. This is a common model that uses highly specialized staff and services removed from the workplace.
Consortium
These programs combine employers, unions, and worksites within a defined area or specific industry to offer services—often on a more comprehensive and less expensive basis.
Mixed Model
These programs are for employers and unions with multiple worksites with different needs and resources.
EAP providers can suggest a package of services, costs, and contract options, depending on your interests and needs. Information that a potential provider will need to make an offer of services generally includes
- Your drug-free workplace policy statement
- Your health benefits structure
- Information about your employees (demographics, job categories, worksites, etc.)
- Services you wish to include
- Your budget range for services
- Reports required
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DRUG TESTING
An effective drug testing program needs a drug testing policy. This may be part of the organization’s drug-free workplace policy, or it may be a separate document. It should be distributed to all employees. The best protection against future legal challenges is to write a policy that is as detailed and specific as possible.
The actions that will be taken in response to a positive drug test should be clearly described in the written policy. Although there are many options, common responses include referring the employee for treatment, disciplinary measures, or discharge.
EMPLOYEE EDUCATION
From the beginning, clearly communicating the drug-free workplace program’s content and importance to employees is critical to the program’s success. Be sure to communicate the value the organization places on the personal health of employees, their families, and their communities. Announce (e.g., with a letter to all employees from the CEO) that having a drug-free workplace and preventing drug and alcohol problems among your employees and their families is a major corporate emphasis.
- Fully explain the benefits and procedures of your drug-free workplace program or policy to all employees.
- Communicate to your employees the potential risks that drug (including alcohol) abuse poses for organizations—and yours in particular.
- Communicate to your employees the connection between substance abuse and health problems. Include moderate
 alcohol consumption guidelines for men and women who can safely drink alcohol.
Some of the mechanisms used by organizations to provide information to employees about the drug-free workplace program, as well as about alcohol and other drugs, include the following:
- Print materials, payroll stuffers, and presentations such as brownbag luncheon presentations
- Special events such as substance abuse awareness campaigns, involving posters, and employee newsletter articles
- Health fairs that include advertising the services of the EAP to the mainstream
- Organization intranet or special Web sites (e.g., GetFit) that feature educational materials ranging from basic information to sophisticated multimedia programs
- Orientation programs for new hires
Current research indicates that integrating substance abuse prevention education, organization policy, and access to help within a broader health framework leads to greater employee interest and impact.[11] The health context of topics such as stress management, nutrition/weight management, and active lifestyle enables the organization to go a long way toward diminishing the stigma associated with seeking early assistance for a potential alcohol or other drug problem.
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USING EVIDENCE-BASED PREVENTION INTERVENTIONS
Substance abuse prevention programs and strategies that have been deemed effective by SAMHSA can serve as a central part of your drug-free workplace effort. Such programs have been carefully implemented and rigorously evaluated, with consistently positive outcomes. Several workplace programs have met SAMHSA’s stringent criteria and are listed below. These programs can be used to further enhance your drug-free workplace and substance abuse prevention effort, to create a health-promoting workplace environment, and to support employee health and well-being. For more information and technical assistance, visit http://www.modelprograms.samhsa.gov/.
Coping With Work and Family Stress: A Workplace Preventive Intervention[12] is a 16-session weekly group intervention designed to teach employees how to develop effective coping strategies for dealing with stressors at work and at home.
Team Awareness[13] is a six-module workplace-training program that addresses behavioral risks associated with substance abuse among employees, their coworkers, and (indirectly) their families.
The Healthy Workplace Program[14] is a set of workplace substance abuse prevention interventions that reduce unsafe drinking, illegal drug use, and prescription-drug abuse while improving the health practices of adult workers.
The Wellness Outreach at Work[15] program provides comprehensive health risk–reduction services to all employees at a workplace, using health screening, follow-up, and worksite health promotion programs. Alcohol education is integrated into the context of health-risk counseling.
SUPERVISOR TRAINING
All supervisors should be provided with basic information about the drug-free workplace program and their role in carrying it out. This includes
- The rationale and specific details of program start-up and implementation
- The supervisor’s specific responsibilities for initiating and carrying out the drug-free workplace policy and program
- How to recognize and deal with employees who have job performance problems that may be related to alcohol or other drugs, including personal and family problems
Supervisor training can be provided in a variety of ways, depending on available time and resources. Organization staff can conduct the training, for example, or a consultant from a local community agency or EAP can conduct training sessions.
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Sustaining the program
The successful drug-free workplace program is ongoing and evolving. Sustaining the program means integrating it well into the workplace culture and environment. Keeping the program alive and responsive to changing conditions involves several steps:
1. ENSURE GOOD COMMUNICATION
Effective ways to communicate include written materials, charts, meetings, question-and-answer sessions, and a suggestion box. Employers who are successful at this know it is important to repeat the message periodically.
2. CONDUCT ONGOING REVIEW AND EVALUATION OF PROGRAM RESULTS
Note how the program works on a day-to-day basis, invite feedback, and revise as necessary to meet the specific needs of the workplace. Evaluate specific results. If, for example, a program goal is to lower employee absenteeism, use employee absenteeism records to establish a baseline against which you can measure the results of your program (e.g., after the program has been in place for a year). Other types of data you might want to use include tardiness, health care benefit utilization, workers’ compensation claims, theft, accidents, and turnover.
3. STAY CURRENT
Drug-free workplace programs are being studied and improved all the time. Keep current by joining local drug-free advocacy groups or coalitions. Some trade and professional associations also provide up-to-date information about drug-free workplace issues. Some employers ask an employee group to periodically review the program and suggest appropriate changes.
4. INVOLVE THE MAINSTREAM
Some employers and unions survey their employees/members and families regarding their interest in and need for substance abuse programs as well as general wellness and health promotion education and services. Many EAPs also offer or arrange for both general and specialized employee education activities.
Other actions that employers can take to help sustain the drug-free workplace effort include the following:
- Hosting alcohol-free events that emphasize the organization’s commitment to preventing injuries and deaths associated with drinking and driving, especially around the holidays
- Serving as a positive role model consistent with your messages to your employees
- Sponsoring or helping with prevention services in your community that would benefit your employees and their families
- Including prevention/healthy lifestyle articles in your organization newsletter
- Appointing a corporate representative to serve on and support any local substance abuse prevention–oriented programs or community partnerships in your area
- Encouraging employees and their family members to ask for help
- Recognizing that treatment is more cost effective than unsafe working conditions and lost productivity caused by alcohol- or other drug-related problems
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References
- Jacques Normand and S.D. Salyards. 1989. “An Empirical Evaluation of Preemployment Drug Testing in the United States Postal Service: Interim Report of Findings.” NIDA Research Monograph 91:111–38.
- Debbie Kelly. 2006. “Cost of Drug Abuse: Drug Testing Employers Finding Screenings Ensure Safer Workplace.” The (Colorado) Gazette, April 17.
- Craig Zwerling, James Ryan, and E.J. Orav. 1990. “The Efficacy of Preemployment Drug Screening for Marijuana and Cocaine in Predicting Employment Outcome.” Journal of the American Medical Association 264(20):2639–43.
- Deborah M. Galvin. 2000. “Workplace Managed Care: Collaboration for Substance Abuse Prevention.” Journal of Behavioral Health Services and Research 27(2):125–32.
- Diane K. Deitz, Royer F. Cook, and Rebekah K. Hersch. 2005. “Workplace Health Promotion and Utilization of Health Services Follow-Up Data Findings.” Journal of Behavioral Health Services and Research 32(3).
- Max Heirich. 2000. “Findings From a Study on the Effectiveness of a Proactive Outreach Program in the Worksite.” Found at http://www.workplace.samhsa.gov/Prevention/Pages/Synopsis_Overview/EBriefings_Max_Heirich.aspx/.
- Jonathan K. Gerber and George S. Yacoubian, Jr. 2001. “Evaluation of Drug Testing in the Workplace: Study of the Construction Industry.” Journal of Construction Engineering and Management 127(6):438–44.
- Ted R. Miller, Eduard Zaloshnja, and Rebecca S. Spicer. 2006 (under review). “Effectiveness and Benefit–Cost Ratios of Peer-Based Workplace Substance Abuse Prevention Coupled With Random Testing.” Accident Analysis & Prevention.
- Tom Robbins. 2001. “Labor’s Loneliest Battles: New Survey Finds Union Self-Help Programs Point Way in Addiction Struggles.” The Village Voice, May 23–29.
- Catherine Toth. 2004. “Firms Promote Drug-Free Policies.” The Honolulu Advertiser, Aug. 4.
- Rebekah K. Hersch, Royer F. Cook, Diane K. Deitz, and James V. Trudeau. 2000. “Methodological Issues in Workplace Substance Abuse Prevention.” Journal of Behavioral Health Services and Research 27(2):144–51.
- U.S. Department of Health and Human Services (DHHS), SAMHSA, Center for Substance Abuse Prevention (CSAP). N.d. “Coping With Work and Family Stress.” Rockville, Maryland. Available at http://www.modelprograms.samhsa.gov/pdfs/model/Coping.pdf/.
- U.S. DHHS, SAMHSA, CSAP. N.d. “Team Awareness.” Rockville, Maryland. Available at http://www.modelprograms.samhsa.gov/pdfs/model/TeamAwareness.pdf/.
- U.S. DHHS, SAMHSA, Center for Substance Abuse Prevention. N.d. “The Healthy Workplace.” Rockville, Maryland. Available at http://www.modelprograms.samhsa.gov/pdfs/model/Healthy.pdf/.
- U.S. Department of Health and Human Services, Substance Abuse and Mental Health Services Administration, Center for Substance Abuse Prevention. N.d. Wellness Outreach Program. Rockville, Maryland. Available at http://www.modelprograms.samhsa.gov/pdfs/model/Wellness.pdf/.
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