IF THE OPIOID CRISIS CONTINUES AT ITS CURRENT RATE, CHANCES ARE, YOU MAY
FIND YOURSELF IN THIS VERY SITUATION BEFORE YOU KNOW IT.
How does the opioid epidemic affect employers?
• More applicants for both white- and blue-collar roles
are unable to pass pre-employment drug screenings.
• There’s a decrease in worker productivity and an in-
crease in absenteeism and employee turnover among
opioid drug users. Drugs in the workplace results in
$200 billion in lost productivity annually. 2
• Workplace accidents and safety issues are on the rise.
Employees under the influence of opioids are more prone
to accidents and other safety concerns.
• Healthcare costs for the employer are on the rise due
to addiction treatment and services. Claims charged
to insurance companies from 2011 to 2015 to treat
opioid dependence or abuse grew from $72 million to $722
million. 3
How can I ensure my business complies
with workforce regulations and best practices?
• Establish written drug-free workplace and substance
abuse policies and share them with all employees.
Policies should clearly outline expectations and conse-
quences for alcohol and drug abuse.
By Renee West,
SHRM-SCP, PHR,
HR manager,
[email protected]
(New Philadelphia office)
Why should I consider hiring a recovering addict?
• You may consider hiring a recovering addict to ensure
you’re not illegally discriminating in your hiring process-
es. While current illegal drug users aren’t protected under
the Americans with Disabilities Act, recovering addicts are
protected from discrimination on the basis of past drug ad-
diction. Of course, drug tests will need to verify that the
prospective employee is not currently illegally using drugs.
• By providing gainful employment to recovering addicts,
you’ll help them overcome their addiction and gain con-
trol over their lives. Employed recovering addicts will be
able to contribute to society, provide for their families and
are less likely to relapse.
While a history of opioid use may have been a deal-breaker in
the past, today, the problem is so widespread that there’s a
good chance it will eventually seep into your hiring pool.
America’s opioid crisis affects millions. Consider what steps
you can take, as an employer and a concerned citizen, to help
be part of the solution.
• Educate employees about the resources that are avail-
able to help with substance abuse issues. Your insur-
ance provider may offer an employee assistance program.
• Brush up on the Drug-Free Workplace Act. If your com-
pany does more than $100,000 of business with the fed-
eral government or obtains federal grants in any amount,
you’re required to comply with the Drug-Free Workplace
Act. Minimally, you must have a drug awareness program.
The act also requires you to:
• Notify employees that it is unlawful to manufacture,
distribute, dispense, possess or use a controlled
substance and that such action is prohibited in the
workplace. Your statement must also advise em-
ployees that violations will have consequences.
• Require employees to notify you of any criminal
drug convictions. You must then notify the federal
government of violations.
• Verify to the federal government that your organiza-
tion has complied with the law.
Looking for other
ways to get involved, or know
someone who is struggling?
Visit www.reacpa.com/Drug-Overdose-Resources
for a list of resources available throughout Ohio.
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