Do you know employers can get a discount on Workers’ Safety and Compensation rates if they have a drug-free workplace?

The process isn’t difficult; there are guidelines and assistance resources to take advantage of.

By Jill Kline, SBDC Regional Director

The program is a great opportunity for employers to reap cash savings as well as other benefits such as reduced absenteeism, theft, injuries, improved productivity and employee morale. 

Begin by viewing the “Annual Application for Certification of Drug-Free Workplace Premium Credit Program” available on the Wyoming Department of Employment website, http://wydoe.state.wy.us/doe.asp?ID=9. The application provides a checklist of exactly what a business must provide in order to become eligible for the discount. 

According to the Working Partners for an Alcohol and Drug-Free Workplace Program and OSHA’s Office of Occupational Medicine there are generally five components that make up an effective drug-free workplace program; a written drug-free workplace policy is the foundation. The U.S. Department of Labor (DOL) provides an online “Drug-Free Workplace Advisor” to guide businesses through the development of a policy tailored to meet their specific needs. The guide is available at: <http://www.dol.gov/elaws/drugfree.htm>. Other assistance can be found through private drug screening services, human resource specialists, legal counsel, the Department of Employment or the Small Business Development Centers.

After a policy is developed, the business should provide training to those individuals in supervisory positions. Those working closest to the employees need to understand the policy. They also need to know how to recognize and handle problems that may be related to alcohol or drug abuse and how to refer employees to available assistance. 
The third component of the program is to provide an ongoing employee education program that supplies company-specific information. Employees need to fully understand, cooperate with and benefit from the company’s drug-free workplace program.

An Employee Assistance Program (EAP) is the critical fourth program component. EAPs provide problem identification, assessment and referral services for employees. They are effective vehicles for addressing poor performance that may stem from an employee’s personal problems, including substance abuse. 

The fifth program component is drug testing. Before deciding to test, a business must consider who will be tested, which drugs will be tested for and when and how tests will be conducted. It is also important to be familiar with any state and federal laws (such as the Department of Transportation’s regulations for employees in safety-sensitive positions) that may impact when, where and how testing is performed. I recommended seeking legal counsel prior to implementing a testing program.