Issue link: http://read.dmtmag.com/i/449123
80 • FEBRUARY 2015 • WORLD FENCE NEWS How to establish and maintain a drug-free workplace EXCERPTED FROM PAST EDUCATION SEMINAR AT FENCETECH What made us think we might have a drug problem? • A constant increase in injury ac- cidents, such as: an employee shoot- ing the same thumb twice with a nail gun and another shooting himself in the knee with a nail gun, with both tools having double safeties: employ- ees falling off ladders, falling down banks, or trying to lift huge objects without leverage. (The kind of acci- dents that just do not happen to sober people.) • Constantly losing skill saws, extension cords, grinders and even ladders, and always blaming it on the other crafts on the jobsite. • Blowing engines in company trucks because of failure to keep them fi lled with oil. • Damage to equipment or trucks, followed by explanations that just do not make sense. • Unexplainable mistakes on jobs that shouldn't happen. • Labor overruns on repetitive work. • Chronic tardiness and absentee- ism. • Public complaints about the way our trucks were being driven. • Reduced job margins. • Increased problems with verbal and written instructions being carried out accurately. • A worsening attitude toward our customers and their needs, as well as toward fellow employees. Five steps to take in providing a drug-free workplace 1. Decide that you really want a drug-free workplace. 2. Decide what you want your policy to be, and put it in writing. A. Passive steps 1. Provide education and offers of counseling where appropriate. 2. Provide an Employee Assis- tance Program (EAP) that offers pri- vacy to those who want help with their problem. B. Active steps 1. Provide a screening program to identify users. 2. Make users accountable, and institute clear consequences. 3. Introduce the program to your employees. Explain why you are installing a program, and what the benefi ts are, i.e., safety is the most common rea- son for a drug-free workplace. Give employees who don't want to change their lifestyle 30-60 days to fi nd em- ployment elsewhere. 4. Give each employee a written copy of the policy and have him or her sign one for your personnel fi les. 5. Be gentle and loving in your handling of the problem. The key is not what you do that gets you in trou- ble, but how you do it. Your goal is not to fi re, but to help them change their lifestyles so as to become the best persons they can be and the persons you thought you had hired in the fi rst place. (Remember to consult with attor- ney or business advisor when institut- ing a program or taking enforcement steps to be sure you do not violate an employee's rights and that you follow proper procedures.) Drug and alcohol policy Here are some of the conditions of the drug and alcohol policy of one very prominent fence installation company. As mentioned above, you, of course, will want to consult your com- pany attorney and other professional advisors before putting your own pol- icy in place. This is for informational purposes only. First, state the purpose: Compa- ny personnel are in agreement that a drug-free workplace will provide a safer place to work and build confi - dence within the community that we can deliver a good product at a com- petitive price, on time. To this end, we (potential employ- ees) accept the following conditions of our employment with the company. We recognize that the use of illegal drugs, even in small amounts, may impair the eyes for up to 72 hours, which increases our vulnerability to accidents and injuries. Therefore: 1. The use, sale, purchase or distri- bution of illegal drugs, or legal drugs procured illegally, or being under the infl uence, is prohibited. 2. We agree that we must be ac- countable for our actions at all times while employed by the company, and to help us say "no" to the temptation to take drugs, the company will use the Rapid Eye Check on a regular basis as part of the fi tness-to-work program. 3. We understand that urine screens will be required whenever Rapid Eye Check reveals eye impair- ment, after serious injuries and after serious accidents. If a positive result is found, the laboratory will automatically confi rm with a second test. 4. Anyone receiving a positive test result will not be permitted to return to work until management is con- vinced the problem is resolved and the employee is "fi t" to return to work. 5. Anyone having a problem with drugs or alcohol who truly desires to rid themselves of the problem will be given as much assistance as possible to turn their life around. The company has access to coun- selors and educational facilities that have helped many. Those infl uenced by drugs or alcohol can overcome the problem when they want to. 6. We recognize that probably the most dangerous drug, which is perfectly legal for persons 21 or over, is alcohol. The use of alcohol "after hours" is one of choice. Although not recommended as the way to go, we do recognize that, tak- en in moderation and not closer than eight hours before reporting for work, most people will not be impaired for the next day's work. Alcohol mixed with drugs, will impair for up to three or more days. 7. The use of Rapid Eye Check by employees on their families or friends is encouraged, and the video on its use may be checked out upon request. The employees are required to sign a document indicating that they agree with the company's program and give their approval of its terms and conditions. A duplicate copy of this drug and alcohol policy is kept in the employ- ee's personnel fi le. World F ence ews N News from the World of Fencing, Access Control and Security © See Us At FENCETECH 2015!