From October 15th- 20th, EBI asks all employers to emphasize awareness of drug abuse in the workplace and encourages those struggling with addiction to seek help! Substance abuse prevention should be viewed as a common concern for both employers and employees alike. Drug use in the workplace continues to have a grave impact on fellow workers, customers, families and friends. Out of approximately 17 million abusers, over 75% are employed, which adds to safety risks, higher turnover, workplace injuries and overall absenteeism. Abusers cost employers billions in lost productivity and profits. Isn’t it time to consider a “Drug-Free Workplace Program” at your company? The National Drug-Free Workplace Alliance asks employers to consider a drug-free workplace initiative, and provides companies with resources and free materials to support this effort such as:
- Ideas for Observing Drug-Free Work Week
- Drug-Free Work Week posters
- Online supervisor, employee and parent training announcements
- Substance Abuse in the Workplace Fact Sheets
- Prescription Drug Abuse Fact Sheets
- Prescription Drug Abuse and the Workplace newsletter articles
- List of National Resources
At Employment Background Investigations, Inc. (EBI), we proudly support this cause and hope that all organizations and businesses take advantage of promoting awareness of a substance free workplace. EBI offers a wide variety of options when it comes to drug and alcohol testing programs, including policy development and management for pre-employment, random, post-accident, on-site and mobile collection options for both regulated (DOT) and non-regulated testing. With vast expertise and knowledge, EBI can help you develop a Drug-Free Workplace Program that encompasses your specific testing needs.
EBI is committed to providing employers with valuable educational information and resources on changing legislation and cutting-edge and compliant solutions to meet federal, state, local and international legal requirements. All content provided by EBI is published for the convenience of our readers and should never be deemed as legal guidance or advice. Always consult your legal counsel for specific advice on local laws and industry regulations.