The following stories are from businesses across Oregon with active drugfree workplace programs. Each meets requirements which include a written substance abuse policy, supervisor training, an employee assistance program or employee referral information, and a level of testing.
The Shorewood - Florence, OR
In the Spring of 1995, Steve Subvert had reached his limit. As Chief Operating Officer of the Shorewood, a senior residential community in Florence, Steve was frustrated that he could not retain the number of skilled employees he needed to serve residents. Having been in business since 1987, he know this was not a "seasonal" problem. It was always difficult to recruit workers with the quality skills and caring attitudes that reflected his company philosophy. In addition, he found himself spending many hours counseling employees concerning personal problems that were affecting their work. Finally, when he filled out 84 W-2 forms for 12 positions, he knew something besides the weather had to change.
Steve is a self-starter and - once committed -digs in to get the job done. He began by contacting other local businesses about their substance abuse policies. He collected information for six months and defined a simple goal for his policy. He wanted a smooth operation and the opportunity for employees to get help for substance abuse problems. He understood that some employees might resent the change, so the policy states right up front: "While there is no intention to interfere with the private lives of our employees, The Shorewood and all fellow employees expect that every employee report to work in a condition to perform their duties in a safe, effective, unimpaired, and efficient manner." This seemed not only reasonable from a business perspective, but also respectful of everyone.
Immediately after implementing a drug screening program for new employees and random drug screening for all employees, there was improvement in the quality of applicants for new jobs. Over time, Steve noticed that his company developed a local reputation for taking drug abuse seriously. As a result, today applicants rarely test positive in the pre-employment urine screen.
Soon after implementing the drug testing program, Steve contracted with a qualified local employee assistance program (EAP) to help employees with personal problems. The free confidential counseling has been popular and Steve was relieved to be devoting much less time helping employees with their personal problems. He says that EAP is "a small investment that you can't afford to live without."
Of course, not everything has gone perfectly. Two valuable experienced employees have been lost and one employee was unable to stay sober after completing rehabilitation. Steve observes that even when an employer provides a good health plan that includes coverage for substance abuse treatment, no one can force another to become clean and sober. He knows that the limit of his influence is to enforce a fair policy and to offer the opportunity for employees to get help. Steve is convinced that the greatest asset a company can have is a good and sound employee base. The two most important factors in achieving a sound employee base is the implementation of a Drug and Alcohol Policy and a quality Employee Assistance Program.
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