October 16-22, 2006 is the first-ever Drug-Free Work Week, and employers and workers across the country. All industries are encouraged to participate, weather during the official week, or at any time through the year.

Most federally funded contractiors/companies, and all Department of transportation regulated companies are required to have a drug free workplace policy. DOT regulated industries include trucking (FMCSA), Aviation (FAA), Oil field/pipeline (RSPA), Railroad (FRA), Shipping and maritime (USCG), Public Transit (FTA).

The purpose of Drug-Free Work Week is to educate employers, employees and the general public about the importance of being drug-free as a component of improving workplace safety and health and to encourage workers with alcohol and drug problems to seek help employers and employees across all industries are encouraged to take part.

Possible ideas for your company to engage in to promote a drug free workplace, safer and more productive employees:

• To achieve a drug-free workplace, it is critical that an organization educate its workers about the nature of alcohol and drug use and its negative impact on workplace safety and productivity. Drug-Free Work Week is a natural time to step up such efforts through training sessions, guest speakers or brown-bag lunches.

• If employee education is already a regular activity, a Drug-Free Work Week program could be offered on a specific timely topic such as the abuse of prescription drugs or methamphetamine

• If your organization has an Employee Assistance Program (EAP) or Member Assistance Program (MAP), Drug-Free Work Weekpresents a perfect opportunity to remind them of its availability. Such programs offer free, confidential services to help all employees, including supervisors, resolve personal and workplace problems, such as substance abuse. They also offer confidential substance abuse screenings as well as brief intervention, if warranted, and help employees locate local treatment resources.

• Organizations can use Drug-Free Work Week to encourage employees to assess their own use of alcohol and other drugs and privately determine if they need help to change their behavior. For example, organizations can inform employees about the confidential, self-administered online screening tool Alcohol Screening.org and make sure all employees have access to the Internet in a private location in case they want to use it. Availability of confidential substance abuse screenings by qualified professionals could also be publicized and offered by the EAP health unit, and/or occupational nurse

• Coverage for substance abuse treatment makes it more likely that employees struggling with alcohol and drug problems will seek help proactively. Review your health insurance policy to see if substance abuse treatment is covered, and if it is not, consider discussing the prospect of adding coverage with whoever handles your organization’s health benefits.

• Drug-Free Work Week offers the chance to show commitment to substance abuse prevention both inside and outside the workplace. One way to promote an organization’s dedication is to grant employees time off to volunteer to assist with efforts to prevent substance abuse in the larger community or organize a team of volunteers to support a local prevention initiative. Such efforts often are coordinated by schools, faith-based organizations and community anti-drug coalitions.

• Drug-Free Work Week is a great time to freshen up bulletin boards in break areas or other locations that employees frequent by posting positive messages about the importance of being drug-free to their safety and that of their coworkers. Start by putting up the DOL Working Partner’s poster which is fitting for virtually all industries and work environments. Additional display materials could include a copy of the company’s drug-free workplace policy, a list of local and national helplines for employees who may have a problem with alcohol or drugs, and EAP contact information, if applicable.

• Drug-Free Work Week offers timely and fresh content for an employee newsletter or internal Web site. Articles could be on a range of topics, including general information about substance abuse and its impact in the workplace environment; sources of help for workers with substance abuse problems; and actions workers can take if they think a colleague may have a substance abuse problem. An easy way to do this is to reproduce one or more “drop-in” articles available.

• Paychecks are one thing that every employee pays attention to! Provide additional value during Drug-Free Work Week by including a leaflet or message listing sources of help for those with substance abuse problems or a simple reminder that it is Drug-Free Work Week and a good time to re-commit to working drug-free. An easy way to do this is to print and reproduce a ready-to-use payroll message

• A social event with plenty of food, fun and non-alcoholic drinks can help reinforce the importance of being drug free to working safely and remind workers that alcohol is not necessary to unwind and relax. The theme for such an event could be one of general health and wellness, with door prizes such as gift certificates for local health clubs or recreational activities. Working Partners provides a number of tips on how to create alcohol-free workplace parties.

• For more ideas on how to recognize your Drug-Free Work Week, employers and workers may want to contact Dockett and Associates for planning and implementation options.

Recommended Reading

• Counseling and DOT services