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DFWP Success Stories
Long Term Care Facility Says that Alcohol and Drug Abuse Can Get in the Way of Providing Quality Care
“We’re in the business of taking care of people and need to be alert. Our success depends on my employees’ abilities to make accurate, sometimes quick decisions about appropriate treatment for our residents, and alcohol and drug abuse can get in the way of providing quality care,” concludes Maureen Hawkins, the facility’s spokesperson. Substance abuse had long been an issue of concern at this long term care facility, and while dealing with the problem had always been important, it kept being pushed down on the list of priorities. The issue went to the top of the list due to special funding provided by the Small Business Administration’s Paul D. Coverdell Drug-Free Workplace Program.
Located in Bay County, Michigan, an urban, harbor community along the Saginaw River, this extended care facility has 185 employees and 165 residents. Its Drug-Free Workplace Program was created in February 2001 and consists of a written policy; education; pre-employment, random, post-accident and reasonable cause drug testing; and an employee assistance program (EAP).
The outcomes have been promising. “My goal was to create an environment that encouraged employees to show up for work drug free,” notes Hawkins. “And for all intents and purposes, we’ve met the goal!” Ms. Hawkins states that some current employees quit after the policy was implemented.
Another added bonus is that fewer days have been lost due to workman’s compensation. In fact, claims have dropped in half since the policy has been implemented.” Hawkins affirms, “This drop is beyond belief!”
When asked if she would recommend the implementation of a drug-free workplace to other businesses, Hawkins responded with an unequivocal, “yes!” The policy is important to the success of her company, and it could be for other organizations as well.
Want to learn more?
Carrie Lyons
Bay Health Medical Group
(989) 895-4603
A Hauling & Dumping Company Takes Action to Ensure the Safety of its Employees and the Community
A hauling & dumping company in Milton, Florida, a rural community in Santa Rosa County and also the home to the US Naval Station at Whiting Field, got a wake-up call when a fatal vehicle crash occurred not too far from their offices. Two young people were killed, and a third was critically injured.
“Given the fact that we’re in the business of driving, we wanted to make sure that our five employees, including our drivers, would be as safe as possible, both for themselves and for everyone else on the road,” says Cassie Durbin, the company’s office manager.
The company decided to take steps to ensure that its workforce was drug-free and received financial and technical help to create a drug-free workplace from Drug Free Workplace, Inc., a subcontractor to The Walsh Group, an SBA Coverdell grantee. The program consists of a written policy, employee & supervisor education, drug testing, and an EAP.
Several long-term employees tested positive for drugs when the program started. Instead of dismissing them, the company placed them in non-safety sensitive positions while they received professional help.
“Today, these employees value their jobs even more than before and feel they have been given another chance,” the office manager of the company affirmed. "We understand the importance of a drug free work environment for safety reasons. It has improved morale and our bottom line. We also feel we are making a difference in the lives of our employees, their families, and our community."
Want to learn more?
Brenda Waltrip
Drug Free Workplace, Inc.
(850) 434-3782
Financial Services Company in Florida Recognizes that Everyone Wins with a Drug-Free Workplace
“Our company recognizes that everyone wins with a Drug-Free Workplace—needed services are provided to employees, and for consumers it means creating a professional office environment where customers know that their financial affairs are handled by people who are alcohol and drug-free,” says Cindy Coffman, the company’s Human Resource Manager. This financial services company, located within an urban Florida community, proactively addresses substance abuse problems before fatal errors and accidents happen on-the-job.
The company established a Drug-Free Workplace Program in 2000 with the assistance of Florida Drug Screening, an SBA Coverdell grantee. The program consists of a written policy, employee education, supervisor training, drug testing, and an EAP. Within weeks of its creation, its 97 employees were notified about the program and were given copies of the policy. All employees were tested 60 days later, and none tested positive for alcohol or drugs. “Our employees have told me that they are appreciative of the fact that the company has become a drug-free workplace. I can’t believe funds are available to help us do the right thing! It’s nice to see our tax dollars at work helping the community,” reiterates Coffman.
Want to learn more?
Todd Shoulberg
Florida Drug Screening, Inc.
1-888-441-4599
todd@floridadrugscreening.com
or
Cindy Coffman
SCCU
941-907-4019
cindycoffman@sccu.org
A Rehab & Care Center Takes Care of Employees and Residents
Michelle Brock, the human resources manager for a 128-bed, skilled nursing facility located in Kingman, AZ that specializes in rehabilitation services, sub-acute and hospice care, decided to set up a Drug Free Workplace after she received a flyer from Drugs Don’t Work in Arizona, an SBA Coverdell grantee.
"Drugs and the workplace don’t go together,” adds Ms. Brock. “We provide quality living by people who care, and a drug-free workplace program ensures that the caring people are always at their best.”
The drug-free workplace program, implemented in 2001, consists of a written policy, employee education, supervisor training, an EAP, and drug testing. Drug-free workplace orientations are held twice a month for the Center’s 200 employees who serve as nurses, housekeeping aids and administrative support personnel. All employees and residents are consistently reminded that the facility is drug-free through posters prominently placed throughout the facility.
The program was readily accepted by staff and residents from the beginning. “The program is pain free, educational and easy to implement. Perhaps best of all, by setting up a drug-free workplace program, I have learned to screen employees better and to spot danger signs such as absenteeism and changes in behavior,” affirms Ms. Brock. Since establishing the program, there have been reductions in absenteeism, overtime, and workers’ compensation costs.
Ms. Brock is especially proud of one employee who successfully returned to work drug-free as a result of a last-chance agreement opportunity. “Because the center is a drug-free workplace, employees feel secure, and families know that their loved ones are in the best of hands,” concludes Brock.
Want to learn more?
Susan Jones
Drugs Don’t Work in Arizona!
3010 North 2nd Street
Suite 301
Phoenix, AZ 85012-3055
(602) 248-8453
ddwinaz@earthlink.net
A Drive-Through Restaurant Takes Action to Protect its Employees
"Most of our 20 employees are at an age where they experiment, and we didn’t want our [business] to be a place where drugs were introduced to young people," confirms Linda Galvan, the drive-through restaurant’s co-owner. The owners also thought that one employee was bringing drugs into the workplace, and she was concerned that he would get others involved. These two factors motivated the owners to contact Occupational Safety Systems, Inc., an SBA Paul D. Coverdell grantee, to assist them in developing a drug-free workplace.
The restaurant’s drug-free workplace program, initiated in July 2001, includes a written policy, supervisory training, employee education, an Employee Assistance Program (EAP) and drug testing. Because the community has a high representation of Hispanic-Latino Americans, all materials have been translated into Spanish, and training is also conducted in Spanish. Materials targeting parents are made available, as well. “We believe that providing comprehensive services is a win-win situation for everyone, particularly for small businesses like this one because they don’t have time to go searching for individual service providers, and people can get the help they need fast,” affirms Delia Guajardo of Occupational Safety Systems.
After all employees were trained and prior to starting their drug testing program, the employee suspected of being a substance abuser left the company. Since then, the restaurant has hired 15 new employees. “Pre-employment testing works! We interview lots of potential employees; many don’t return when they find out that the company conducts drug testing,” says the owner.
“The program has become a morale booster and team builder for employees, their families, and the community. “Employees tell us that they feel safe working in a business that is drug-free, and they also have more positive work attitudes and values than before the program started,” says Galvan. Employees’ parents are happy to know that the business is drug-free, and that it is a safe place for their children to work. Recently, the community’s mayor commended the restaurant and its drug free workplace program for its positive contribution toward keeping young people drug free.
“This program has a positive effect on our employees, their families, and our patrons,” concludes Galvan. “Everyone likes knowing that this is a drug-free restaurant especially since kids work and hang out here. There’s been an increase in business, a productive and positive workforce, and a safe work environment for everyone—what more could you ask for?"
Want to learn more?
Delia Guajardo
(888) 980-8650
Occupational Safety Systems
guaj5@aol.com
Office Management Company Benefits from Becoming Drug-Free
A company in Boise, Idaho suspected that it had a drug problem and called The Idaho Small Business Development Center, an SBA Coverdell grantee, and DrugFree Idaho, its subcontractor, for help. A recent rise in methamphetamine lab break-ups in Boise brought a serious drug problem to the attention of the company and as a result decided to take action to protect and help its employees.
The firm’s drug-free workplace program, which was created in 2002, includes a written policy, supervisory training, employee education, an EAP, and drug testing. “The company also received many hours of individual consulting and problem solving from DrugFree Idaho—all of which have been very productive, yielding excellent outcomes,“ said Jill Chestnut of DrugFree Idaho.
When the company announced that the program would implement a Drug-Free Workplace Program and training would follow for both supervisors and employees, two of its 25 employees admitted to management that they had a problem with drug and/or alcohol abuse. They did not think they could pass drug tests. The company completed baseline testing to see which employees, in addition to those who admitted to a problem, were abusing drugs and/or alcohol. Rather than firing them, the business was able to help their employees obtain counseling and help.
The company’s biggest challenge was the logistics in managing the workloads of those in treatment. This improved when counseling became available after work hours. Another problem has been working with a third employee who continued to abuse alcohol/other drugs and didn’t seek help. He has since left the company.
The employer feels that the drug-free workplace program is very worthwhile and continues to see its benefits. Best of all, employees are getting the help they need while remaining employed,” affirmed Ms. Chestnut.
Want to learn more?
Jill Chestnut
DrugFree Idaho
(208) 345-3632
Jchestnut@idahocities.org
Landscaping Company in Michigan is Proud that it is a Drug-Free Workplace
“The Drug-Free Workplace Program is the best thing we could have done for our company and its employees, “says Dave Reder, the company’s spokesperson. This landscaping company of Midland, Michigan, an urban community, was established in 1983. It has grown from three original owners to 30-40 full-time seasonal workers.
Before starting its Drug-Free Workplace Program (DFWP), the company’s owners began to observe behavior that made them suspect that some of their employees had substance abuse problems. There was increased absenteeism, injuries, and damaged equipment; there was also decreased productivity. As is often the case with small businesses, the owners were not sure what to do, much less how to start a Drug-free Workplace Program. They were also unsure how employees would respond to such a program, and they wanted to be sensitive to employee concerns.
The owners attended a DFWP presentation at the local Chamber of Commerce Breakfast Meeting. The presentation was given by Bay Health Medical Group, an SBA Coverdell grantee. Following the program, one of the landscaping company’s owners called Bay Health to ask about setting up a DFWP program. “Bay Health Medical Group’s Occupational Health Physician and Medical Administrator met with the co-owners and me, and helped us come to terms with the problems that we knew were, ‘out there.’ We’re so glad he did,” acknowledges Reder. The Bay Health Medical Group provided the owners with the technical and financial help necessary to create a successful Drug-Free Workplace Program. A random drug- and alcohol-testing program was begun in March 2001, following policy implementation, training, and initial/pre-employment testing. Employee Assistance Program resources were found to round out a complete substance abuse program for the company.
Results are promising. The DFWP is credited with improving the quality of job applicants, preventing employees from abusing alcohol and other drugs, enabling employees to "get clean" and creating an overall improved and safer workplace. The company proudly and intentionally advertises that it is a drug-free workplace. The owners place a statement to that effect on the cover of presentations and bid packages and are committed to making it known in the community that the company is drug-free.
Want to learn more?
Carrie Lyons
Bay Health Medical Group
(989) 895-4603
or
Dave Reder
(989) 835-8260
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