• 5 Common Concerns Faced by Employers in Implementing a Drug-free Workplace Program

    Implementing a drug-free workplace program can bring some positive changes to the company. While the company may experience some challenges with the employees at the onset of the policy implementation, an efficient drug-free workplace program can elicit long-term benefits to both the employer’s business and the workers. Meanwhile, understanding the issues that could arise in the implementation of a drug-free workplace program can help a company balance its policies and get ready for the big change.

    Listed below are the 5 common concerns faced by employers in implementing a drug-free workplace program.

    1. Size of the organization

    Some employers are hesitant to implement a drug-free workplace program because they mistakenly assume that such policy is only designed for larger organizations. Regardless of the company’s size, a drug-free workplace program is highly encouraged for the safety of the business and the employees. Even though your organization is too small; problems regarding drug abuse can arise. Without a drug-free workplace policy, more problems are likely to occur in the organization.

    2. Cost of a drug-free workplace  program

    A drug-free workplace program may look a bit expensive in the first place; however it is a worthy investment. An effective drug-free policy can help improve the company’s safety and productivity in the long run, which can lead to reduced employee claims and insurance expenses. There are many ways to cut back on the cost of starting a drug-free workplace program. You can avail free and low cost assistant programs or start a drug-free workplace policy stage by stage. There are also some reputable third-party service providers (you can hire) that are willing to extend affordable terms in their drug testing services.

    3. Legal Issues

    Another major concern of employers in the implementation of a drug-free workplace policy is the possibility of employees to sue the company. However, every organization should take note that drug testing is already widely acceptable as one of the significant methods to monitor and maintain employee safety and productivity. One good way to ensure fairness and avoid legal issues in the future is to have your policies and implementation strategies reviewed by a lawyer.

    4. Policy maintenance

    Employers may be worried that their drug-free workplace program might not be effective at all. At some point, some employers are not able to detect employees that use drugs until it’s too late. A policy may or may not work depending on the implementation strategy. Always remember that companies should not use fear-approach when implementing the policy. Creating a drug-free workplace program for the welfare of employees is proven to be more effective and successful. To maintain the effectiveness of the policy, you can hold meetings, seminars, workshops, and facilitate employee assistance program, which will encourage employees to stay drug-free.

    5. Social Stigma

    There can be numerous presumptions and negative feedback that employers may receive on the first few days of the policy implementation. Employees are sensitive in nature. However, the negative notions will soon ease up as long as you listen to the questions and concerns raised by employees, explain why there is the need to implement such policy, and accept employee feedback and suggestions.

    Additional Resources:

    http://www.testcountry.org/five-most-common-concerns-employers-have-about-starting-drug-testing-program.htm

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    Categories: Workplace Drug Testing

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