Substance abuse is a widespread and serious problem in society today. An estimated 17.8 million Americans aged 18 or older are current illicit drug users. Of this number, according to the Substance Abuse and Mental Health Services Administration (SAMHSA), an estimated 12.9 million people (72.7 percent) are employed either full or part-time. The number of unemployed illicit drug users increased from 1.3 million in 2007 to 1.8 million in 2008, primarily because of an overall increase in unemployed persons. Think about the implications of 12.9 million people working today that are using (and abusing) illicit drugs. If you are an employer, there’s a very good likelihood that you have one or more of these drug-using employees.

It’s tough for employers to know where to turn and what to do about drug use in the workplace, but one thing is certain: if you don’t do anything, the situation will only worsen, and may result in tragedy, legal problems, fines, economic loss or other consequences. Clearly, then, it is in the best interest of employers to create and implement a comprehensive drug-free workplace policy and provide employee assistance for or referrals to appropriate substance abuse treatment facilities.

Who Abuses Drugs in the Workplace?

Surveys by the federal government have identified the following as drug users in the workplace. The drug user tends to be:

• Male
• Between the ages of 18 and 25
• White
• Less educated
• Divorced or never married
• Low paid

Which Industries are Most Affected?

While drug use in the workplace is not limited to any particular industry, some industries stand out as having the most numbers of drug-using employees. These include:

• Food preparation workers
• Bartenders, waiters, and waitresses
• Construction workers
• Other service occupation workers
• Material moving and transportation workers

Costs to Employers as a Result of Substance Abuse

Alcohol and drug-abusing employees cost billions of dollars in lost productivity, injuries, and medical costs each year. Just one employee that is chronically hung over or slipping out to do drugs on a break or at lunch can wreak havoc in the workplace. Multiply that by several employees, and you can really have a problem.

It is estimated that problems directly related to alcohol and drug abuse cost American businesses $81 billion in a single year. Research studies of drug-abusing employees show that they function at only 67 percent of their normal capacity.

Accidents and fatalities increase with substance-abusing employees. Up to 40 percent of all industrial fatalities and 47 percent of industrial injuries can be linked to problems with alcohol use and alcoholism. As for drugs, employees who use drugs are 3.6 times more likely to be involved in an accident in the workplace and 5 times more likely to file a workers’ compensation claim than non-drug using employees.

Absenteeism and employee turnover increases dramatically with substance abuse. One shocking statistic is that an estimated 500 million workdays are lost each year due to alcoholism. Drug-using employees are 2.2 times more likely to ask for time off or early dismissal, 2.5 times more likely to have absences of 8 days or more, and 3 times more likely to be late for work. In terms of employee turnover, illicit drug users are more than twice as likely as those who do not use drugs to have changed employers three or more times in the past 10 years.

Medical costs to employers for substance-abusing employees also increase. It costs employers about twice as much in medical claims for drug-using employees as non-drug using employees.

How to Decrease Substance Abuse Impact in the Workplace

Among the many things employers can do to decrease the impact of substance abuse in the workplace, perhaps the most important first step is to implement a drug-free workplace program.

You may know that, in 1988, the Drug-Free Workplace Act was passed requiring all federal grantees and some recipients of federal contracts to agree to provide a drug-free workplace as a condition of receiving any federal money. In such a drug-free workplace, all employees are required to adhere to a program of policies and activities that are specifically designed to provide for a safe workplace and a drug-free environment. Key to the policies and activities is that they discourage alcohol and drug abuse while encouraging substance abuse treatment, recovery, and return to work for employees who have problems with substance abuse.

It is important to note that, even if your company or organization is not required to have a drug-free workplace program, you can still benefit greatly from implementing one.

Drug-free workplace program components may include the following:

• Having a written policy
• Providing employee education
• Requiring and providing supervisor training
• Giving employees access to assistance
• Drug testing

The U.S. Department of Labor advises that while a drug-free workplace program can be effective without all five of the aforementioned components, employers should at least explore all five when developing such a program.

Program planning and philosophy are important to the development of an effective drug-free workplace. Some companies and organizations focus on identification or detection, apprehension, and discharge of those who use drugs, wielding a law enforcement model that treats such employees as criminals. Other companies focus more on performance and emphasize deterrence and assistance because they view employees who use alcohol drugs as impaired but otherwise capable employees. Experts say that the best drug-free workplace programs strike a balance between the two different types of philosophies. On the one hand, employers want to send a clear message, and on the other hand, they want to encourage employees to seek assistance if they are experiencing problems with drugs or alcohol.

Sometimes this balance is difficult to achieve. It involves adroitly navigating elements that are often competing. These include the rights of employees and the rights of employers, the need to know and rights to privacy, detection and rehabilitation, and respect for employees and the safety of all.

Benefits of a good drug-free program include decreases in absenteeism, accidents, downtime, employee turnover, workers’ compensation costs, and employee disciplinary problems. Other benefits that may result from a good drug-free program include increases in productivity and profits, customer satisfaction, health status, and employee morale.

Steps to Implementing a Drug-Free Workplace Program

In order to implement an effective drug-free workplace program, employers have a few basic steps to follow. These include delving into the following:

• Assess the nature and extent of alcohol and drug use in your organization.
• Develop and implement an alcohol and other drug abuse prevention policy.
• Choose and employee assistance program (EAP) that suits your organization’s needs.
• Develop and implement employee education and supervisor training.
• Evaluate the effectiveness of an alcohol and other drug abuse programs in terms of cost and human factors.
• Understand the technical, legal, and employee relations aspects of alcohol and other drug testing.
• Identify signs and symptoms of alcohol and other drug abuse.

In addition, it may be helpful for employers to research what other similar organizations are doing and determine what resources are available, collaborate and cooperate with workers, assess your current situation as well as determine any special needs, and determine whether any state or federal laws apply.

Uninsured Workers and Substance Abuse

In its February 2010 issue, The NSDUH Report (http://www.oas.samhsa.gov/2k10/177/177EmpNoIns.htm), from the National Survey on Drug Use and Health (NSDUH), states that more than 18.4 million full-time employees in the U.S. aged 18 to 64 (15.5 percent of full-time adult workers in that age range) have no health insurance. Of this number, an estimated 3.0 million uninsured full-time employees (16.3 percent) needed substance use treatment in the past year. Specifically, 13.3 percent needed treatment for alcohol use, 5.6 percent for illicit drug use, and 2.7 percent for both alcohol and illicit drug use.

Of the uninsured full-time workers who needed substance use treatment in the past year, 12.6 percent (378,000 individuals) received treatment at a specialized facility. The remaining 87.4 percent needed treatment but did not receive it, including 6.6 percent who recognized they needed treatment and 80.8 percent who did not perceive a need for it.

Contrary to what many in the general public may believe, uninsured adults are not mostly unemployed or part-time workers. In reality, the more than 18 million adults working full time who had no health insurance represent more than half of all nonelderly uninsured adults.

With the Health Care Act signed into law by President Barack Obama in March 2010, employers will be required to provide health insurance for employees, or face penalties in the form of fines. How the specifics of the coverage work out have yet to be determined – even if the new health care law is allowed to stand after pending legal challenges, or whether it is ultimately repealed.

Who pays for substance abuse treatment is one part of the health care equation. Another, and perhaps even more compelling part, is the necessity for such treatment.

How Do Employers Measure Success?

In today’s tough economic times, it’s easy to want to dismiss anything that costs a significant amount of money and/or involves a great deal of time and effort. But substance abuse (drugs and alcohol) are critical barriers to any organization’s overall success – not only in terms of profits, but also in terms of public and private perception and image and employee morale, productivity, and stability. In essence, you get what you pay for.

Give adequate time for the drug-free workplace program you implement to begin showing results. You should be able to see whether or not it’s effective within a year or so. Be sure to get guidance from experts so that you’re looking at the right set of criteria to measure effectiveness. You can always add to the program, building upon the successes you achieve along the way.

Resources for Employers

There are many resources for employers available through the following links:

• Cost Benefit of Substance Abuse Prevention – Includes links to SAMHSA/CSAP Workplace Managed Care Financial/Cost Research Evaluation Guide, Peer Support Program Cost Analysis, What’s the Return on Investment: Workplace Managed Care, Resource Guide to Costing Workplace Managed Care Programs, Review of Return on Investment Studies, and Cost Interview Guide for Internal Employee Assistance Program Case Studies

• Making Your Workplace Drug-Free: A Kit for Employers – Provides credible, authoritative, evidence-based information, resources and tools for producing and maintaining drug-free workplace policies and programs. The kit was assembled by the Division of Workplace Programs, in the Center for Substance Abuse Prevention, SAMHSA, U.S. Department of Health and Human Services. The kit guides employers through the process of understanding legal requirements (federal, state, and local statutes), building a team, assessing the workplace, developing a policy, planning and executing a program, and evaluating a program.

• Workplace Resource Helpline – 1-800-WORKPLACE or 1-800-967-5752 – The Workplace Helpline is a toll-free, confidential consulting service which provides technical assistance and guidance in developing and evaluating programs and policies designed to address alcohol and drug problems at work. The Helpline is staffed by trained workplace specialists that can help design a program to meet employer’s specific workplace needs. Consultation is provided on policy development, drug testing, supervisor training, and employee education and employee assistance programs. The service is provided free by the Center for Substance Abuse Protection (CSAP).

• 10 Most Frequently Asked Questions – The 10 most frequently asked questions of the Workplace Resource Helpline cover: What is an ideal policy for employers to adopt to successfully deal with substance abuse in the workplace? Is there a sample or model policy my company can use to develop an effective drug-free workplace program? Can I legally require my employees to take a drug test? If I suspect one of my employees is using drugs, can I require him to take a drug test? How should I determine which employees to include in a random drug testing program? My company received a contract from the federal government. Do I have to drug test my employees? How should I deal with an employee whose drinking is affecting job performance if the employee is covered by the Americans with Disabilities Act? Do I have a responsibility to provide rehabilitation? Where can I find Drug-Free Workplace Program training for my supervisors in my community? Can my company use non-certified laboratories for drug testing? How much advance notice should I give my employees before implementing a Drug-Free Workplace Program? For the answers to the questions, go to the link.

• Laws and Regulations – Available through the U.S. Department of Labor, this website includes links to help employers become familiar with state and federal laws that impact when, where, and how they can implement a drug-free workplace program. Areas covered include state laws, ADA and Rehabilitation Act, Family and Medical Leave Act, and other federal laws.

• Drug-Free Workplace Advisor – Also available through the U.S. Department of Labor, the elaws Drug-Free Workplace Advisor assists users to build tailored, drug-free workplace policies and provides guidance on how to develop comprehensive drug-free workplace programs.

• Institute for a Drug-Free Workplace – Formed in 1989 by four companies, today the Institute for a Drug-Free Workplace consists of nearly 100 major businesses and organizations, including many of the largest U.S. companies. It educates employers, employees, legislators, public officials, the courts, media and the public at large about: the dangers of substance abuse; the impact of substance abuse on the workplace; the most appropriate, effective and legally acceptable means for employers to address substance abuse; rights and responsibilities of employers and employees; legislative, regulatory, and legal developments, and the role of the employer in a national effort to combat substance abuse and its debilitating effects.