Creating the drug-free workplace.

• Author: Prata, Kathleen

Alcohol and drug abuse costs American businesses approximately $60 billion per year, according to the National Institute on Drug Abuse. This includes direct and indirect expenses relating to on- and off-the-job accidents, decreased productivity, poor product quality, absenteeism, higher insurance rates, theft and damage to the company's reputation.

According to the institute, nearly two-thirds of those entering the work force admit to illegal drug use, 44 percent during the past year. But studies also show that it's not just illegal drugs wreaking havoc in the workplace. Over-the-counter and prescription drugs are equally damaging.

But now many businesses are combating the problem through drug-free workplace programs. According to the Governor's Commission for a Drug-Free Indiana, there are six essential elements to devising a program:

* the policy, stating that alcohol and drug use will not be tolerated in the workplace;

* education and awareness programs;

* supervisor training;

* employee-assistance programs which could include referral, assessment, follow-up and additional education and training;

* detection, usually through urine-specimen testing;

* evaluation, to determine how well your program works.

Drug-free workplace programs must be tailored to fit within the organization of the company. Some choose to test everyone from temporary employees right on up to the CEO. The Governor's Commission says random testing, reasonable-suspicion testing, accident or unsafe-practice testing, voluntary testing or follow-up/probationary testing are other options companies may choose.

Lincoln National Life Insurance Co. in Fort Wayne instituted a pre-employment drug-testing policy in January 1989, primarily to discourage illegal drug users from applying for jobs.

Tonya Flightner, director of employment services, says, "While we may not be catching high numbers of people, we feel there's a kind of deterrent against people even applying for a job if they know they can't get through the drug screen." Those testing positive are allowed to reapply and be retested after one year.

The company wanted to set a strong example for its clients since it is in the business of paying claims for illnesses and deaths. "It seems to be a very consistent theme for us to support healthy lifestyles," Flightner says, adding that current employees' abuse problems are handled through the company's employee-assistance program, or EAP.

Joe Mills, executive director for the...