Does your workplace invite drug abuse?

Drug abuse in the workplace is a pervasive problem in American industry today -- a problem employers too often prefer to deny rather than to confront. Management is often reluctant to approach an employee suspected of drug abuse, and that is the very thing that makes the work environment so drug-abuser friendly.

However, that attitude is a dangerous one for companies to take. According to the National Household Survey on Drug Abuse, nearly 70 percent of Americans who engage in illegal drug use are employed.

The combined toll on American businesses is extreme -- to the tune of more than $60 billion a year. If alcohol is included, that figure jumps to more than $140 billion annually. The Occupational Safety and Health Administration estimates that 65 percent of all work-related accidents are the direct result of substance abuse. One must also consider the problems of absenteeism, increased overtime pay, tardiness, sick leave, health insurance claims, litigation, waste, turnover and other hidden costs. While some companies still deny the problem, many others have recognized the problem and have developed alcohol and drug use policies. The more effective ones are integrated with employee health and safety strategy. Regardless of the size of your company, if you don't currently have an active program to prevent drug abuse in the workplace, you should. Start by assessing your present workplace atmosphere. If you have employees who are selling or buying drugs in the workplace, would they see much risk in conducting their business at work? Without a strictly enforced policy in place, the answer is most likely "no." Security measures are normally geared toward keeping intruders out of the building, rather than watching employees' activities while at work. Parking lots and restrooms are ideal for conducting drug deals. Once you determine that you need a comprehensive drug abuse prevention policy in place, these are the elements most often recommended for full effectiveness: * A written substance abuse policy that reflects the strong commitment of the employer to a workplace free of illegal drugs and the abuse of alcohol. * A supervisory training program that teaches policies, as well as how to detect potential drug abuse problems and how to deal with suspected employees. * An employee education and awareness program that explains the company's policy and highlights the dangers of substance abuse on the job. * An employee assistance program (EAP) that offers counseling and referral services designed to assist employees in preventing or resolving personal problems. * A drug testing program that screens job applicants and employees for substance abuse. Other things to consider include enforcing the policy equitably, assigning responsibility for implementing and enforcing the policy, considering employee rights and privacy legislation, and evaluating the program regularly. Policy should also include steps for reintegrating employees after treatment for drug abuse. Can implementing a drug-free program make a difference? The success stories of companies across the country say "yes!" Employers who stop ignoring the problem and become proactive in dealing with drug abuse in the workplace are reporting decreases in accidents, sick leave, workers compensation premiums, insurance premiums, turnover and more as a direct result of their anti-drug efforts. Dr. Tom Davis is the medical director of St. Anthony Recovery & Treatment (START). St. Anthony Hospital is a member of SSM Health Care.

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