Guest Column: Drug-free policies protect workers, businesses

AMC's hit drama "Mad Men" portrays top-level advertising executives in the 1960s swilling cocktails in the boardroom and closing deals over stiff drinks. Sounds glamorous, doesn't it?

At second glance, however, the use of alcohol and drugs in the workplace poses serious threats to business owners and employees alike. The days of the three-martini lunch may be over, but unfortunately alcohol abuse is still prevalent, albeit in a much more subversive form.

Sobering statistics

Illicit drug use has become an epidemic of sorts. Statistics of drug and alcohol use in the workplace paints a grim picture for small business today: One half of all Americans work for businesses with fewer than 500 employees, and 90 percent of all drug users work at these small businesses.

It is not unusual for users to deliberately seek out small businesses for employment. One reason for this is the ease with which they believe they can continue their addictions. Most small companies think they cannot afford the strict drug-free procedures that have become a benchmark at larger corporations.

In 2005, Missouri lawmakers passed revisions to the workers' compensation law that encourage drug-free strategies for businesses of all sizes. As long as a company has a written drug-free workplace policy, workers' compensation may be reduced or even eliminated when alcohol or drugs contribute to a workplace injury.

With these statute revisions, employers should be even more compelled to apply risk management techniques to protect their business and their employees' lives. Not all of the responsibility lies with employers; employees also have a major responsibility to know office policies and make smart decisions about drug use.

Setting the rules

There are simple steps for maintaining a drug-free workplace.

First, develop a written policy. Templates are often available as a starting point, and research rounds out the task. Research your insurance provider's incentives for drug-free policies. Research state statutes and labor laws. Research any policy samples available on insurance company and government Web sites. Pass everything through extensive legal review before putting any policy into action.

Don't settle for a canned policy, simply putting the company name on it and signing it. There may be elements in that policy that aren't relevant for your business that may water down the policy or make it invalid.

Second, train leadership and educate employees. A wise employer will take every measure to make employees aware of the policy and foster an environment of drug-free living. Staff training and education are paramount.

Statistics offer frightening evidence of widespread negative impact from drug use: A single work-related injury involving alcohol can cost an employer more than $1 million in medical and legal fees. In 2006, nearly 80 percent of the nation's 54 million binge drinkers were employed. Drug use among adults ages 50 to 59 has increased 50 percent in the past five years.

Raising awareness with startling statistics is only one step to creating a drug- and alcohol-free workplace. Education is the most crucial tool to creating a drug policy, implementing it, and ensuring that employees not only adhere to the guidelines during office hours but also aim to improve their lives outside of work, as well.

Employers who attend happy hours and condone after-work drinks only augment alcohol abuse that employees may face. Social drinking at work poses a serious threat for any employer. It raises the question: Who is responsible if an employee attends happy hour with the boss, drives home drunk, and wrecks his car? Rather than risk debate or interpretation of the law, a wise employer simply prevents the situation.

Finally, establish a testing program.

Some insurance providers will support policyholders with drug-free workplace policies by reimbursing all or part of post-accident drug testing. A simple drug test, which can detect several substances, could save an employer hundreds of thousands of dollars otherwise lost to medical care, the legal system and rising insurance premiums.

We've come a long way since the heady days of "Mad Men": Women broke through the glass ceiling, and casual attire trumped three-piece suits. Like discrimination and polyester neckties before them, alcohol and drugs deserve no place in the workplace.

With a drug-free workplace policy, it is easier than ever for employers to protect themselves, their businesses, and most of all, their employees, from potentially deadly influences.

Annelle Whitt is the assistant vice president of claims at MEM Insurance in Columbia. She may be reached at awhitt@mem-ins.com.