SHOULD YOUR COMPANY BE A DRUG-FREE WORKPLACE
The answer is not easy. The main concern of many clients is that a drug-free program will turn away prospective new hires. Other concerns are the cost of testing and the inevitable administrative hassles. But the following statistics should be considered when deciding whether to be a drug-free workplace.
An employee who uses drugs versus an employee who is drug-free:
- 80% of internal embezzlement, fraud and pilferage in the workplace is drug related.
- 73% of all drug users are employed.
- 300% more sick benefits used by substance abusers.
- 250% more absences of 8 days or more.
- 220% more requests for early dismissal or time off.
- 300% more often late for work.
- 300% more often involved in job-related accidents.
- 500% more likely to file a Workers’ Compensation claim.
- Uses 2.5 times more medical benefits.
A positive post-accident drug and/or alcohol test results in a denial of most Workers’ Compensation claims. A claim was recently denied after a positive post-accident drug test where the insurer had established a preliminary loss reserve of $150,000.00. A $150,000.00 claim will have a serious impact on most businesses.
More and more businesses are realizing the long-term benefits of being a drug-free workplace – K mart, Wal-Mart, Burger King, McDonald’s, Disney World, etc., have drugfree policies. In fact, most major companies now require employees to be drug-free as a condition of employment. Drug users who are not candidates at these businesses will seek out those employers that do not have such a program.
Those employers without a drug-free program will be accepting those job applicants for employment who are rejected by the drug-free employer, and assuming the associated costs and liability involved with such employees.