Masonry Magazine February 1999 Page. 18
A mix of resources also can be effective when your company presents education and awareness programs to the employees. Local business or industry associations can be encouraged to sponsor education seminars on workplace drug and alcohol abuse so that top management can learn from presentations by other employers how to develop effective programs. Yet no one program is right for all organizations; each must be tailored to suit the needs of the organization. At the minimum level, the program should include: Information on how alcohol and drugs actually affect the company's productivity, product quality, absenteeism, health care costs, or accident rates. The workplace substance abuse policy and consequences of using alcohol or other drugs-on or off the job. Information on the heath effects of alcohol and other drugs - both illegal and prescription. Information about how to get help with alcohol and other drug problems, including a description
of services available to help employees. A thorough explanation of testing procedures if employee testing is part of the program with special attention to the consequences of testing positive and procedures for ensuring accuracy and confidentiality. Often overlooked but equally important is that this program ought to also serve as a source of information and assistance to the nonusing worker, who is directly or indirectly affected by the substance abuse of another. Such a program should be ongoing rather than a one-time effort to be effective. New hires can be briefed on the substance abuse policy and made aware of the education and awareness program. Current employees will benefit from reinforcement and new information through an ongoing effort. Employee representatives who want to take the initiative on the issue of workplace alcohol and other drug abuse can suggest cooperative education and prevention activities to top management. Individually, they can survey members about their knowledge of alcohol and other drugs and arrange for guest speakers on drug awareness, calling
on local alcohol and drug councils, law enforcement officials, chemical dependency treatment facilities, and self-help groups. They can include informational presentations at meetings and see that appropriate materials, including information on how to get help, are distributed to members. Activities that reinforce safe and healthful work behaviors and attitudes can be promoted to help members remain or become alcohol and drug free. Employees can take the initiative to increase their knowledge about alcohol and other drugs and their effects. They can organize peer networks to inform other workers about alcohol and other drugs and devise nondisruptive workplace reminders such as stickers, small posters, news about upcoming media events, and magazine or newspaper articles to promote a drug- and alcohol-free workplace. Employees can even organize brown bag lunch meetings in which parents can learn how to recognize signs of substance abuse among their children and invite discussions with local heath resources that provide alcohol and other drug abuse treatment services. (Note: Unless otherwise noted, facts from this story were gathered from the U.S. Department of Labor. Next month: Drug testing and employee assistance programs)
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