Maintaining a workplace that is free of any illegal substance abuse is an essential part of a safe work environment. In today’s modern world, where a lot of companies are trying to shrink their budgets and cut costs on safety and occupational health programs, but how can a company justify an illegal substance testing initiative?
Most importantly, can they show a positive ROI or Return on Investment for continuing or establishing a strict drug-screening program? Fortunately, companies can justify it. The following statements can help make a strong case for illegal substance screening.
Pre-employment drug testing: Is it effective?
Testing for pre-employment continues to be one of the most common types of illegal substance screening. These types of testing are required as part of some federal government screening regulations and programs. It includes vehicle-related agencies like the Department of Transportation or DOT. Almost all states in the country that offer compensation premium discounts requires companies to conduct illegal substance screening in accordance with the state’s specific guidelines.
Visit https://en.wikipedia.org/wiki/United_States_Department_of_Transportation to know more about the USDOT.
Pre-employment screening is usually a hassle-free procedure. Companies are free to conduct their own pre-employment screening to whoever and whenever they want. It is outside the scope of collective-bargaining agreements, according to the National Labor Relations Agency.
Every state law that regulate pre-employment illegal substance screening usually allows companies a wide latitude when it comes to testing their applicants. Excellent research provides evidence for the value of these testing from the point-of-view of the company.
Drug abusers are very costly to employ compared to people that do not have illegal substance problems. Most, if not all, companies avoid hiring applicants who have a substance abuse history. Companies will save a lot of money every year through reduced absenteeism, accidents, violence, theft, as well as health care cost.
American Management Report
According to AMA or the American Management Association, the percentage of this country’s most prominent companies that conduct these types of testing increased from 21.5% in 1987 to more or less 85% in 1997, the final year the American Management Association conducted their yearly survey on corporate illegal substance testing practices. The American Management Association found out that at least 60% of companies that screens all their applicants, while some businesses only screen their applicants for specific positions.
The American Management Association survey also found out that between 4% and 5% of applicants test positive for illegal substances, which is in line with other reports, including figures from the United States Department of Transportation. Furthermore, according to AMA reports, 95% or the majority of businesses do not hire applicants who test positive for illicit drugs. These businesses avoid the associated costs of hiring an illegal drug abuser.
For more information about pre-employment screening, check this site for more information.
The cost of hiring applicants with a history of drug abuse
There are a lot of researches that show how effective drug screening or pre-employment testing in the United States. According to these studies, at least 15% of people who tested positive have been terminated by their employers. It is much higher compared to employees terminated that tested negative.
After a couple of years, the percentage of employees tested positive that have been terminated jumped to 65%, and it jumped to 77% three years after. When it comes to absenteeism, after one year, there is a 60% chance that people who tested positive will leave the company. People who tested positive for drugs like cocaine are four times more likely to be regular or heavy users.
People who are positive for cannabis use were one to two times more likely to be cannabis, heavy users. After three years, positive testers have been absent from work at least 10% of the total work-hour schedule. After four years, they have been absent for 11% of the work-hour schedule. The result of these studies shows that companies will lose more if you hire people with drug-use history.
Undoubtedly, businesses that do not have a pre-employment drug testing program hire people who have a history of illicit substance use compared to companies that do. It is one of the reasons why there has been an increase in different kinds of illicit drug screening among small and medium-sized businesses.
For a lot of years, small and medium-sized enterprise discovered that they had a lot of substance abusers in their company. Consequently, these small to medium enterprises are experiencing more problems that are associated with substance abuse in the workplace. Pre-employment drug screening is like an intelligence examination.
Still, it is not the people who use illicit substances whose intelligence is being tested; it is the company’s intelligence that is being tested. While it is a pretty smart business practice to cut on the company’s cost, it is also smart to make the firm’s workplace as safe as possible. You can do that by designing a drug-testing program that suits your company policy, as well as make the employees feel as comfortable as possible.