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Appeared in July 21, 2005 issue of Workplace Substance Abuse Advisor newsletter
published by LRP Publications
Small businesses instituting drug-free workplace programs might not know where to start.
Background and reference material available from the Department of Labor may help. In a
conversation with Workplace Substance Abuse Advisor, Elena Carr, drug policy coordinator
and director of the Working Partners Alcohol- and Drug-Free Workplace program in the DOL
discussed the program’s Web site, the hallmarks of successful DFW programs, and some
common DFW program mistakes that companies should try to avoid.
Q: What does the Working Partners program entail and how can it benefit small businesses?
A: The initiative raises awareness about the impact drugs and alcohol have on the workplace
and encourages and empowers employers, unions and others to establish drug-free workplace programs
that protect worker safety and health. Although Working Partners resources are applicable to businesses
of any size, we designed them with the small businesses in mind. This is because small businesses,
which collectively employ the majority of the nation’s workers, often perceive instituting a
drug-free workplace program as a daunting task. Our tools and information make it easy for small
businesses to put effective drug-free workplace programs in place and benefit from being drug free.
It is important to note that Working Partners is not an effort by the DOL to regulate workplace
substance abuse. Rather, it is an outreach and education initiative that helps companies understand
the value of drug-free workplace programs and equips them to develop effective programs.
Q: How can employers benefit from the information on the Working Partners Web site?
A: A main feature of the site is the Drug-Free Workplace Advisor Program Builder,
which assists employers, unions and others to develop customized drug-free workplace policies
and programs. This tool has separate sections for each of the five components of a drug-free
workplace program: a written policy, supervisor training, employee education, employee
assistance and drug testing. The policy section outlines the different elements of a
comprehensive drug-free workplace policy and prompts users to select answers to simple,
preset questions to determine the most appropriate style of policy. Based on users' responses,
the system then generates a policy statement, which can be further personalized and modified.
Another site feature is the Substance Abuse Information Database — an online repository
of hundreds of documents related to workplace alcohol and drug abuse. It includes items,
such as sample policies, surveys, reports, training and educational materials, and legal
and regulatory information.
Q:What are some of the hallmarks of a successful drug-free workplace program?
A: The characteristic common to all effective programs is balance. A successful
drug-free workplace program must strike a delicate balance between a number of sometimes
competing elements. Examples include balancing the interests of employees vs. the interests
of employers, the need to know vs. the need for privacy, detection vs. rehabilitation,
and respect for individuals vs. the safety of all. Effective drug-free workplace programs
send a strong, clear message that drug use is unacceptable and, at the same time, provide
assistance and support for workers in need of treatment for alcohol and drug problems, or
who are in recovery from alcoholism or drug addiction. Employee involvement from the start
is critical to achieving this balance. Employers and employees should work together to
design a balanced, fair program suited to the unique needs and challenges of their workplaces.
The key to success is ensuring that employees understand and appreciate that a drug-free
workplace program applies not only to them, but also to all the coworkers and managers on
whom their safety and security depends.
Q: Conversely, what are some of the pitfalls of a drug-free workplace program, and how can those be avoided?
A: One mistake some employers make is equating drug testing with a drug-free workplace program.
Drug testing is only one component of a drug-free workplace program, and in some circumstances, a
drug-free workplace program may be effective without drug testing. If used, drug testing works best
as one part of a comprehensive approach that also includes supervisor training on signs and symptoms
of substance abuse, education for employees about the dangers of substance abuse, access to treatment
for employees who have alcohol or drug problems, and support for those in recovery. Also, focusing
solely on termination of workers with substance abuse problems rather than offering them opportunities
for rehabilitation can be shortsighted on the part of employers. Oftentimes, it is more beneficial for
employers to support workers in need of treatment for substance abuse problems by allowing them to
return to work when they are able to do so at full capacity.
For more information, visit the Web site www.dol.gov/workingpartners.
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