Drug-Free Work Place Program

The abuse of drugs and alcohol is widespread in our society and affects us all in many ways. It contributes to crime and to the costs of our already overburdened health care system and financially strapped social welfare system.

The workplace is probably the only consistent arena where we have our adult population as a captive audience and can influence their attitudes about drugs and alcohol, provide information and resources to help them and their family members, and intervene on behalf of those in need of help.

The Drug-Free Workplace Program is intended to prevent substance abuse among the workforce and within the workplace, and where a problem may exist--to encourage those who abuse drugs and/or alcohol to seek help in overcoming their problem. The program provides a full continuum of substance abuse education, prevention, intervention and treatment resources and include:

1. a policy statement;
2. an employee orientation and drug-awareness education program and supervisor training;
3. an employee assistance program, including intervention and treatment referral components;
4. information about drug testing;
5. information about legal issues;
6. information about compliance with federal and state mandates; and
7. resources to assist employers in maintaining a drug-and-alcohol-free workplace

Medical screening or surveillance is the periodic assessment of an individual worker(s) in terms of occupational history, medical history and symptoms and signs related to hazardous substance(s) condition(s) exposure. Company Care provides client companies with the resource to evaluate potential employee's physical fitness for the job. Customized screening and testing are developed to meet individual client needs. The ability to assess the employer's workplace and determine the physical requirements of the tasks provides a sound base for the employee pre hire evaluation.

Physical Examinations

The Basic Physical for employers usually includes a medical and occupational history, vital signs, height, weight, visual acuity and a physical and a functional exam. Physicians designee provide the physical exams and clinical technicians provide the screening and testing. Functional assessments can be performed by the rehab professional or specially trained technicians.

DOT Examinations

The Department of Transportation regulations have expanded over the years to include commercial drivers. This expansion has affected many employers. Company Care has physicians knowledgeable about DOT criteria and certified clinicians that can perform N.I.D.A. (National Institute on Drug Abuse) drug screens and blood alcohol exams.

Maritime Examinations

Maritime examinations certify that the hearing, sight and color vision of the person to be employed in the deck department are satisfactory; that he/she is not suffering from any disease likely to be aggravated by, or render him/her unfit for, service at sea or likely to endanger the health of other persons on board ships.

Pre Employment Examinations

The preplacement examinations provide the employer and employee with a judgment as to the employee's physical fitness to perform his/her essential functions of the job. The goal of the preplacement physical is to place the employee in a job that matches his/her physical capacities and in which he or she can perform without danger to himself or fellow workers.

Post Offer Examinations allows the employer to determine whether or not an individual can perform the essential functions of the job.

FAA Examinations

Company Care offers Class I, Class II, and Class III FEE flight physicals.

Screenings

Respiratory Surveillance

Respiratory Surveillance programs provide pulmonary function screening and respirator monitoring. Company Care's clinical technicians are NIOSH certified for PFT. Special training is required for respirator fittings and Company Care can designate technicians for this training.

Audio

The Hearing Conservation Program provides client companies with certified audiology screening, annual monitoring, education of the employees and policy and procedures for hearing protective devices and documentation.

Urine Drug Screens

NIDA urine drug testing are provided by Company Care's certified technicians. Computerized random drug screen testing is available. Contact Company Care at 281-249-2246 for more information.

Blood Alcohol Testing (BAT)

Blood Alcohol Testing is also provided by Company Care's BAT certified technicians. The DOT has mandated testing of drugs/alcohol for employees in safety-sensitive related duties. The FHWA (Federal Highway Dept.) mandates all employees who drive motor vehicles requiring a CDL (Commercial Drivers License) to be tested.

Safety Sensitive Industries Include:

• FAA- Federal Aviation Administration -Airlines
• FHWA - Federal Highway Administration - CDL -Commercial Motor Carriers
• FRA - Federal Railroad Administration - Railroad
• FTA - Federal Transit Administration - Transit
• RSPA - Research and Special Programs Administration - Pipeline

Other Safety Sensitive Duties Include:

• For Hire Motor Carriers
• Private Motor Carriers
• Civic Organizations
• Churches
• Farmer and Custom Harvesters
• Apiarian Industries - Beekeepers
• Indian Tribes

Breath Alcohol Testing Requirements Include:

• Pre-employment
• Post accident
• Reasonable suspicion
• Random
• Return to Duty

Drug Testing and The Law

According to TWCC Rule 169.1 each employer who has 15 or more employees and maintains worker's compensation insurance coverage shall adopt a policy for elimination of drug abuse. An employer shall provide a written copy of the drug abuse policy to each employee (on or before the first day of employment; or (2) within 30 days after the date the policy is adopted by the employee. Required elements of the Drug Abuse Policy includes (1) a statement of the purpose and scope of the policy; (2) a statement that the policy includes alcoholic beverages, as well as inhalants and illegal drugs. The policy may include prescription drugs; (4) a description of available treatment programs, if any, and how they may be requested, such as assistance provided by the employee's health care insurance or drug and alcohol abuse rehabilitation programs sponsored by the employer; (5) the availability of, and the requirements for participation in ,drug and alcohol abuse education and treatment programs, if any; and (6) a description of any drug testing program that the employer has in force.

A study conducted from by the U.S. Postal Service provided conclusive evidence that drug using employees perform poorly compared to non-using employees. During the study period, the Postal Service hired job applicants regardless of whether they passed or failed their drug tests. The two groups of employees (those who failed the drug tests and those who passed) were then closely monitored. The results indicated that employees who tested positive for marijuana had 55 percent more industrial accidents than the group of non-using employees. They also had 85 percent more injuries, a 55 percent greater discipline rate, and a 78 percent increase in absenteeism. For the cocaine-positive group, absenteeism was l45 percent higher and there were 85 percent more injuries.

Recognizing the importance of protecting their bottom lines against drug and alcohol abuse, employers have begun implementing drug-and-alcohol-free workplace programs. The expansion of private-sector programs has been driven by several mandates: Department of Transportation and Nuclear Regulatory Commission regulations for those industries; Department of Defense regulations for their contractors; the Drug-Free Workplace Act of 1988, requiring many federal grantees and contractors to provide drug-free workplaces; and several State Worker's Compensation insurance incentives.