For large and small businesses, in prosperous or dire economic times, it all comes down to the bottom line. Companies want to make a profit. Conscientious CEOs do careful market studies and cost-benefit analyses to determine what makes the best business sense for corporations and shareholders. Yet this sound approach often gets abandoned when evaluating the wisdom of creating a drug-free workplace.

In weighing the costs and benefits of a drug-free workplace, it's as simple as this: Addiction costs; sobriety pays. In 2003 alone, almost 77 percent (14.9 million) of the adults who suffered from substance use disorders were employed. Dorothy K. Blum, vice president of the Employee Assistance Professionals Association, cites addiction as the most common problem for employees in most workplaces, accounting for 20 percent of voluntary employee assistance referrals to treatment and 50 percent of supervisory referrals.

According to the U.S. Center for Substance Abuse Prevention, drug users consume almost twice the benefits as nonusers, are absent 50 percent more often, and make more than twice as many workers' compensation claims. The Department of Labor estimates that substance abuse costs U.S. businesses more than $100 billion each year due to lost productivity, absenteeism, theft, accidents, and additional health-care costs. 

When it comes to workplace substance abuse, small businesses have big disadvantages. The Substance Abuse and Mental Health Services Administration (SAMHSA) reports that employees in companies with fewer than 25 employees are twice as likely to use illicit drugs as employees in large companies. This is mainly because small companies are less likely to have drug policies in effect, and the last place an addict wants to work is in a drug-free workplace.

A written drug-free workplace policy is one of the essentials of any effective workplace prevention program. Such a policy may be required by the Drug-Free Workplace Act or by an insurance carrier, but even if it is not required, it is still a good idea. A written policy sends a clear message about drugs and alcohol in the workplace and encourages employees to seek assistance if they are struggling with substance abuse problems. It also provides a record of the employer's effort, and it may protect the employer from certain kinds of claims by employees.

Whether you create your own policy or decide to adopt all or part of someone else's, SAMHSA suggests a successful policy should include:

• A rationale: The reason for the policy, what it is designed to do, and how it was developed.
• Expectations and prohibitions: The employee behaviors that are expected and exactly what substances and behaviors are prohibited.
• Consequences and appeals: Precisely what will happen if an employee violates the policy, procedures for determining if an employee has violated the policy, and 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

Consider involving employees and others in developing the policy. When employees have been consulted about a new policy and believe their voices have been heard, they are more likely to cooperate. When employees are represented by a union, the policy may be an issue for collective bargaining. Union representatives can offer ideas and programs that will make the policy operate more smoothly.

It's always advisable to have a draft of a new drug-free workplace policy reviewed by an attorney experienced in labor and employment matters. Implementing the policy will have implications for the job security of employees with alcohol or other drug problems.

Vast resources and sample policies are easily accessible for employers who are interested in launching drug prevention programs. The SAMHSA Workplace Helpline is a toll-free consulting service that provides technical assistance and guidance in developing and evaluating workplace programs and policies. Callers are offered a variety of free materials and publications based on their needs. Contact the Workplace Helpline at 1-800-967-5752.

The U.S. Department of Labor Drug-Free Workplace Advisor can help establish and maintain an alcohol- and drug-free workplace. See  www.dol.gov/elaws/drugfree.htm or call 202-693-5919. Hazelden offers resources for workplaces at www.hazelden.org/business.

--Published November 28, 2005