Explore the current landscape of drug and alcohol use in the workplace and the issues for - and rights of - business leaders wishing to protect their firms.

1. Drugs & Alcohol in
the Workplace

2. Alcohol and drug use among employees
and their family members can be an
expensive problem for businesses, with
issues including:
• lost productivity
• absenteeism
• injuries
• fatalities
• theft
• low employee morale
• increase in health care
• legal liabilities
• workers' compensation costs
DRUGS & ALCOHOL IN THE WORKPLACE

3. The impact of alcoholism and drug dependence in the workplace often
focuses on four major issues:
In addition, family members living with someone’s alcoholism or drug use
may also suffer significant job performance related problems -- including
absenteeism, lack of focus, increased health-related problems and use of
health insurance.
Premature death/fatal accidents
Injuries/accident rates
Absenteeism/extra sick leave
Loss of production
FOCUS ON FOUR ISSUES

4. Food service
Construction
Mining and Drilling
Excavation
Installation, Maintenance and Repair
ALCOHOL IN THE WORKPLACE
While alcoholism can affect any industry and any organization, big or
small, workplace alcoholism is especially prevalent in these particular
industries, according to the National Council on Alcoholism and Drug
Dependence (NCADD):

5. DRUGS IN THE WORKPLACE
SOME FACTS ABOUT DRUGS IN THE WORKPLACE:
• Workers who report having three or more jobs in
the past five years are about twice as likely to be
current or past-year illegal drug users than those
with two or fewer jobs.
• Seventy percent of the estimated 14.8 million
Americans who use illegal drugs are employed.
• Marijuana remains the most common illegal
drug abused by employees. Marijuana is now
legal for medical use in many states, but it is still
fully illegal in Georgia.
• Non-medical use of prescription drugs has now
replaced cocaine as the second-most abused drug).

6. EVERY COMPANY NEEDS A POLICY
Three of these common principles relate to what should be included in every
employer’s drug- and alcohol-abuse-prevention policy:
Why the company established the policy
What precisely is expected of employees, and
What the consequences are for policy violations

7. [Company] is committed to protecting the safety, health, and well-being of its
employees and all people who come into contact with its workplace(s) and
property, and/or use its products and services.
Recognizing that drug and alcohol abuse pose a direct and significant threat to this
goal, [Company] is committed to ensuring a substance-free working environment
for all of its employees.
[Company] therefore strictly prohibits the illicit use, possession, sale, conveyance,
distribution, or manufacture of illegal drugs, intoxicants, or controlled substances
in any amount or in any manner.
In addition, [Company] strictly prohibits the abuse of alcohol or prescription drugs.
Any violation of this policy will result in adverse employment action up to and
including dismissal and referral for criminal prosecution.
SIMPLICITY IS THE BEST POLICY
The Institute for a Drug-Free Workplace says that an effective substance
abuse prevention policy may be as simple as five sentences. Here is a sample:
[Company] is committed to protecting the safety, health, and well-being of its
employees and all people who come into contact with its workplace(s) and property,
and/or use its products and services.
Recognizing that drug and alcohol abuse pose a direct and significant threat to this
goal, [Company] is committed to ensuring a substance-free working environment for
all of its employees.
[Company] therefore strictly prohibits the illicit use, possession, sale, conveyance,
distribution, or manufacture of illegal drugs, intoxicants, or controlled substances in
any amount or in any manner.
In addition, [Company] strictly prohibits the abuse of alcohol or prescription drugs.
Any violation of this policy will result in adverse employment action up to and
including dismissal and referral for criminal prosecution.

8. Some companies may require a more elaborate policy that might include:
• Additional provisions about drug testing
• Employee assistance programs
• Substance searches
• Drug-Free Workplace Act requirements
MarathonHR is here to help you develop as basic or as complex a policy as
your business needs. Call us at 678-208-2802.
SOME POLICIES MAY BE MORE COMPLEX