Chapter III.
United States Efforts to Reduce Demand for Drugs
C. Workforce Demand Reduction
The Strategy encourages public and private-sector employers, including eight million small businesses, to initiate comprehensive drug-free workplace programs. Effective programs include written anti-drug policies; education; employee-assistance programs featuring problem identification and referral for both employees and family members; drug testing; and training so that supervisors can recognize the signs of use reflected in job performance and refer employees to help. Workplace anti-drug policies also help prevent drug abuse among millions of young people who have part-time jobs. SAMHSA has awarded nine grants to study the impact of comprehensive drug-free workplace programs on productivity and health-care costs in major U.S. corporations. As the nation's largest employer, the federal government sets the example. Currently, 120 federal agencies have drug-free workplace plans certified by the Department of Health and Human Services. These agencies represent about 1.8 million employees -- the vast majority of the federal civilian workforce.
Testing of Transportation Employees: The Omnibus Transportation Employees Testing Act of 1991 requires the Department of Transportation (DOT) to prescribe regulations that require drug testing of over eight million safety-sensitive employees in the United States who work in businesses that fall under federal mandatory testing regulations in the aviation, motor carrier, rail, transit, pipeline, and maritime industries. Consequently, DOT oversees the nation's largest workplace drug-testing program. DOT requires workers in safety-sensitive positions who test positive for drugs to be referred to substance abuse professionals before returning to work. If the employee is in need of assistance with his/her substance abuse problem, the employee must receive treatment or appropriate help before resuming duties. This program -- which also requires drug testing for operators of commercial motor vehicles from Canada and Mexico -- has become a model for non-regulated employers throughout the United States and in other countries around the world. It is important to note that there is no legitimate medical explanation for a safety-sensitive worker testing positive for marijuana in the DOT and all other federally mandated drug-testing programs.
Small Business Drug-Free Workplace Initiatives: Most small and medium-sized businesses in America have no drug-free workplace programs in place. According to the National Household Survey, 69% of current illicit drug users are employed full-time. An additional 17% are employed part-time. The dramatic reduction in substance abuse in the military and other workforce settings is an effort that must be replicated in the small business civilian workforce.
In cooperation with state and local agencies, the Department of Labor (DOL) and the Department of Health and Human Services' Center for Substance Abuse Prevention (SAMHSA/CSAP's) assist small and medium-sized companies to implement drug-free workplace programs. These programs may include policy formulation, prevention education, supervisory training, drug testing and access to employee assistance programs. DOL's Working Partners program enlists trade associations in encouraging and assisting small businesses to implement programs and disseminates helpful information and materials through its Internet-based Substance Abuse Information Database. SAMHSA/CSAP's Helpline provides business callers with free technical assistance and guidance in developing and evaluating programs and policies that address substance abuse in the workplace. Many of the over 1000 telephone calls or Internet inquiries received every month from small businesses seek expert assistance about best practices.
Beginning in FY 1999, a new small business initiative, administered by the Small Business Administration and funded initially at $4 million, will provide for continuation and expansion of model drug-free workplace programs. This program is authorized by the Drug-Free Workplace Act of 1998.
Employment Training Programs: The Department of Labor funds a variety of employment training programs for both dislocated and low-income adults, and at-risk, disadvantaged youth. Under newly enacted authorizing legislation, these programs will include more comprehensive assessments of program participants’ service needs. For youth participants, program components must include tutoring, study skills training, instruction leading to completion of secondary school, occupational skills training, adult mentoring, work experience, leadership training, and supportive services. Youth will receive follow-up services for at least one year, and will also receive comprehensive guidance and counseling which, by the determination of local workforce investment boards, may include drug and alcohol counseling and referral, as necessary.
