Key takeaways:

• What is a DFWP? A DFWP is a work environment that discourages the use of drugs and alcohol to create safer workplaces focused on employee health and well-being.
• What do policies consist of? DFWP programs may include training components, drug tests and support resources.
• 5 benefits of a DFWP: 
  1. Fewer missed days
  2. Fewer work-related injuries
  3. Insurance incentives
  4. Increased productivity
  5. Worker appreciation and support
• What about the law? Get to know the ADA, Civil Rights Act and other legislation that outlines how to handle drug use regulation in the workplace.

When employers face high turnover and struggle with retention, it’s important to consider how to enrich the workplace experience. Often, this takes revisiting current practices to ensure that workers are fully supported.

Many companies decide to implement a drug-free workplace (DFWP) program to encourage employees’ health and well-being. What are the benefits of a DFWP? We will go deeper into how these programs work and why employers are turning to this method to focus more on their employees and results.

DFWP programs aim to create an environment free of drug and alcohol use and abuse. Some may be more focused on illicit drugs alone, while others are concerned with drugs and alcohol. Employers create policies and procedures that discourage the use of recreational drugs, including drug test implementation, training programs and wellness perks.

Here are a few common components of a DFWP policy:

• A written statement about why the policy exists
• Clear descriptions of what employees can and cannot do, and all expectations related to drug use
• An outline of what happens if employees violate the policy
• Training programs for managers and employees
• Employee Assistance Programs (EAPs) and other support initiatives for workers
• Drug testing procedures for new applicants and/or existing employees

Company leaders may decide to drug test workers regularly or they may choose to do so: only upon hiring, if a manager has a reasonable suspicion about an employee’s drug use or completely at random during employment.

Employers have many good reasons for implementing a DFWP. These programs encourage workers to be healthy and safe, leading to healthier and safer workplaces. Here are some top reasons that employers decide to pursue DFWP policies:

1. Fewer missed days 

Employees with substance use disorders (SUDs) miss work more often than other workers, which could end up costing the company. According to data from the National Safety Council, people with SUDs miss work 24.6 days per year while their coworkers miss an average of 15 days. Workers who have untreated SUDs cost employers an average of $8,255 per worker per year, and that number increases to $14,374 for executives, administrators, managers and finance professionals.

2. Fewer drug-related workplace injuries

Unfortunately, drug use at work is more common than you might expect. Department of Labor data shows that drug and alcohol abuse at work causes 65% of workplace accidents. Both drugs and alcohol impair workers by slowing their reaction times and judgment, which quickly leads to risks for themselves, other employees and even customers. Thus, discouraging drug use with policies can help create a safer workplace for everyone.

3. Insurance incentives

In some states, insurance companies provide incentives and perks to companies with DFWPs, like lower premiums. This is because workplace injuries lead to more workers’ compensation insurance claims. Thus, lowering the number of workplace accidents and injuries with drug policies reduces the number of claims.

4. Increased productivity

Employees who abuse drugs and alcohol regularly may be more likely to be late to work, have poor health and have a harder time concentrating or completing their job duties. They may be more tired and show poorer job performance. A workplace that aims to take drugs and alcohol out of the equation is a good place to start to increase productivity and foster more focus and efficiency.

5. Worker appreciation and support

Employees need to feel that they’re supported at work, both when they’re on the job and in the rest of their lives; hence benefits and perks like medical insurance, retirement savings assistance, tuition assistance and others. Encouraging health, wellness and safety can also show workers that you support them and care about their well-being.

However, make sure that you’re never approaching a new policy from a punishment mindset. You shouldn’t try to trick employees suddenly, but introduce the policy collectively and explain why you’re doing it. Education is an important part of creating a DFWP where every employee feels supported and cared for.

When you’re thinking of implementing a DFWP program, it’s first crucial that you understand what you can and can’t do. Legislation such as the Americans with Disabilities Act (ADA) has been introduced to ensure that employees are not discriminated against in the workplace.

Employees who have a substance or alcohol addiction may be covered by this legislation. This means that you need to implement drug policies fairly and consistently across the organization. In addition, in interviews, you can’t ask workers any questions that would tell you whether or not they have an addiction. You also cannot fire, refuse to hire or refuse to promote a worker just because they have a history of substance abuse or they are enrolled in a rehabilitation program.

In addition to the ADA, become familiar with the following:

• Drug-free Workplace Act of 1988
• Family and Medical Leave Act (FMLA) of 1993
• National Labor Relations Act (NRLA) of 1935
• Civil Rights Act of 1964

These laws and regulations “set clear limits on how far an employer can go in investigating and establishing consequences for employee drug use,” according to the Substance Abuse and Mental Health Services Administration.

Carefully review these pieces of legislation and incorporate them into your workplace policies.

There is a lot to think about when you’re trying to create a drug-free workplace. You have to be careful that you’re not discriminating against any employee under federal law. However, DFWPs can bring you and your employees a lot of benefits.

If you need help creating a DFWP, the team at StaffLink Outsourcing can step in. We are a national Professional Employer Organization (PEO) that delivers HR services like payroll, risk management and benefits administration. We will work alongside your HR department to ensure you’re putting best practices in place, and we can help you consider all important factors when you’re considering a DFWP policy.

Request a proposal or contact us at (954) 423-8262 for more information.