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Your organization may employ or contract with individuals who are in safety-sensitive jobs, such as positions
that require individuals to operate machinery, handle money or care for people who are dependent upon them.
These types of workers may be held to a higher standard of safety than others. If your organization has them,
you may want to implement the most comprehensive type of program. Examples of higher risk positions include:
- Drivers
- Security personnel
- Health care workers
- Employees who handle money
- Employees who work with dangerous equipment and/or chemicals
- Employees who, in the performance of their duties, are entrusted with public safety
You are also encouraged to identify particular areas of your organization that may be especially affected by
drugs and alcohol. Research shows that worker use of alcohol and drugs negatively impacts health care, workers’
compensation, insurance and liability costs, as well as general employee productivity and morale. Thus, when
considering what type of program to implement, it may be useful collect data and anecdotal information regarding
the following:
- Absenteeism
- Arbitration costs
- Liability and insurance costs
- Workers’ compensation claims
- Accidents
- Health care costs
- Equipment replacement costs
- Work spoilage costs
If any of these are higher than you would expect for a business of your size and industry, alcohol and drugs
may be a factor. Establishing baselines for these costs and then tracking them following implementation of
your drug-free workplace program will help measure its effectiveness.
In addition, during the planning phase, employee benefits and health insurance coverage should be reviewed to
ensure adequate impatient and outpatient services for drug and alcohol treatment. Although some may be wary of the
cost of such benefits, coverage for treatment can actually save significant costs by way of improved performance.
Return to: Program Planning and Philosophy
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