Avoid Hiring Drug and Alcohol Abusers
Small companies are at greater risk of hiring and then suffering the consequences of drug and alcohol abusers than larger businesses.
Why? Because smaller companies tend to be more casual in their hiring practices.
The larger the company, the more likely it is that they will have a drug testing program in place.
Job applicants who can't pass a drug test will likely not bother applying to a company that does mandatory pre-employment drug testing and will instead look for a job with a company that does not do drug testing.
The results of hiring such an applicant are not always clearly visible.
Substance abuse in the workplace is insidious.
Unless there's an accident or crisis of some sort, you may not realize this culprit is literally negatively affecting your bottom line.
Losses can occur in five areas: - Productivity.
People who are under the influence of drugs or alcohol (or are suffering from hangovers) are likely to function more slowly and less effectively than those who are not.
- Absenteeism and tardiness.
For many, drug and alcohol abuse is part of a lifestyle where work responsibilities are a low priority; when this is the case, getting to work on time or at all just doesn't matter.
- Medical claims.
Drug and alcohol abusers are more likely to suffer from related and other health issues.
- Pilferage.
Addicts may steal from you to be able to afford to buy their drugs.
- Accidents.
People whose senses and responses are dulled by substance abuse are more likely to be involved in accidents.
In addition, it is becoming increasingly common for employers to be held liable in court for the behavior of employees both on and off the job, as long as they are operating within the scope of their employment.
For example, if your employee takes a customer out to dinner, has a few drinks and then is involved in an automobile crash on the way home, you could be held responsible.
Establishing a substance-abuse prevention program that includes pre-employment drug testing can reduce both losses and liability.
It can also work as a marketing tool because you can promote the fact that your customers can trust your products and services because your company is a drug-free workplace.
A growing number of large companies and government agencies are requiring that their suppliers have some sort of drug-free program.
An effective drug-free workplace program includes: - A written policy that clearly articulates expectations, practices and consequences.
- Employee education and awareness.
- Supervisory training.
- Drug and alcohol testing as appropriate and necessary.
- Employee assistance plan.
Why? Because smaller companies tend to be more casual in their hiring practices.
The larger the company, the more likely it is that they will have a drug testing program in place.
Job applicants who can't pass a drug test will likely not bother applying to a company that does mandatory pre-employment drug testing and will instead look for a job with a company that does not do drug testing.
The results of hiring such an applicant are not always clearly visible.
Substance abuse in the workplace is insidious.
Unless there's an accident or crisis of some sort, you may not realize this culprit is literally negatively affecting your bottom line.
Losses can occur in five areas: - Productivity.
People who are under the influence of drugs or alcohol (or are suffering from hangovers) are likely to function more slowly and less effectively than those who are not.
- Absenteeism and tardiness.
For many, drug and alcohol abuse is part of a lifestyle where work responsibilities are a low priority; when this is the case, getting to work on time or at all just doesn't matter.
- Medical claims.
Drug and alcohol abusers are more likely to suffer from related and other health issues.
- Pilferage.
Addicts may steal from you to be able to afford to buy their drugs.
- Accidents.
People whose senses and responses are dulled by substance abuse are more likely to be involved in accidents.
In addition, it is becoming increasingly common for employers to be held liable in court for the behavior of employees both on and off the job, as long as they are operating within the scope of their employment.
For example, if your employee takes a customer out to dinner, has a few drinks and then is involved in an automobile crash on the way home, you could be held responsible.
Establishing a substance-abuse prevention program that includes pre-employment drug testing can reduce both losses and liability.
It can also work as a marketing tool because you can promote the fact that your customers can trust your products and services because your company is a drug-free workplace.
A growing number of large companies and government agencies are requiring that their suppliers have some sort of drug-free program.
An effective drug-free workplace program includes: - A written policy that clearly articulates expectations, practices and consequences.
- Employee education and awareness.
- Supervisory training.
- Drug and alcohol testing as appropriate and necessary.
- Employee assistance plan.