GUEST COMMENTARIES BY SMALL BUSINESS HAWAII MEMBERS

Here are very positive alternatives to the controversial "Thumbs Up" campaign.

1. Cut state spending dramatically by implementing everything from privatization to eliminating obsolete departments. The truth is that the facade of layoffs cannot hide the fact that the Cayetano budget increased government spending by about 11% while the economy is projected to grow at only about 1%.

2. Cut income taxes and make paychecks bigger. Eliminate the excise tax on groceries and medical care. Tax cuts will spawn increased economic development resulting ultimately in a growth in revenue for citizens, business and government.

3. Institute honest auto, liability and workers comp. insurance reform.

These three initiatives would make a substantial change in Hawaii's economic environment. Republicans have been advocating these reforms for years. We are "thumbs up" on making sure Hawaii's people are the chief regulators and beneficiaries of a healthy economy.

Employees with alcohol or drug problems cost you money! Recent figures from the National Institute on Drug Abuse are nothing short of terrifying. One out of ten American adults is addicted to alcohol. One in twelve employees in the United States has used drugs during the last year.

The statistics are staggering and sobering. Drug users are roughly four times more likely to injure themselves or others in a workplace accident. Employees with alcohol or substance abuse problems tend to be absent from work four times more often than their drug free co-workers. Overall, alcohol or drug users are estimated to be 30% less productive than non-users. Over two-third of regular drug users are employed, and about one quarter of them has been under the influence at work during the last year.

You may be thinking that it can't happen to you or that because you are a small business with only a few employees that you do not need to be concerned. The reality is that it can and probably will happen to you. Larger companies may have more incidents of substance abuse because of their number of employees, but the effects of just one person being a drug user in a small business can be devastating.

The problems resulting from an employee with a substance abuse problem can include high absenteeism, tardiness, increased accidents, injuries, costly errors, lower productivity and morale, reduced product or service quality. Other serious problems include theft, workplace violence, higher worker's compensation rates and health insurance premiums.

As a business owner, you should be especially concerned if you have employees that drive vehicles for your company or operate machinery. Imagine one of your employees under the influence handling your money, inventory, or confidential information.

You can take steps to protect your employees and your business. Setting up a Drug Free Workplace requires research, effort and commitment. No two companies are alike. Therefore, no two substance abuse policies will be identical. You will need to decide what is best for your company and your employees.

The first step with any Drug Free Workplace Program is to develop your company policy. Clearly establish what is and what is not acceptable behavior and performance. A policy that expresses concern for your employees safety and well-being will be better accepted and supported by your employees. Talk with your employees about the benefits of a Drug Free Workplace. Let them know that they share the responsibility for maintaining a safe and healthy working environment. Get them involved. Listen to their questions and concerns. Encourage them to report all unsafe work habits or practices, whether or not they are drug or alcohol related. "Protecting" an employee who is a drug or alcohol user is detrimental to all concerned. Statistics show that drug and alcohol problems do not get better or go away with time.

Your Drug Free Workplace Policy should be detailed, specific and fair. Require that all of your employees report to work fit for duty and free of the effects of drugs or alcohol. Put your policy into practice immediately after it has been thoroughly explained to all employees. Have them sign a statement indicating that they understand the policy and will comply.

Communicate your Drug Free Workplace message regularly to all employees. Display posters in employee frequented areas, include information with paychecks, and hold training sessions. This demonstrates your ongoing commitment to your Drug Free Workplace Program. You as the employer should be an active role model.

Decide what steps you will follow when you have an employee that is alcohol or drug dependent, or what you will do if you receive a positive test result. Your policy must clearly define what procedures will be used, and they must be applied consistently. Check your medical insurance policy for coverage of treatment for drug or alcohol addiction. Keep in mind that the Americans with Disabilities Act (ADA) does not allow you to discriminate against a person because of past drug or alcohol problems. A person disabled from alcoholism is entitled to the same protection as a person with a physical or mental impairment. The ADA requires that you must provide a "reasonable accommodation" when an employee is in treatment for drug or alcohol addiction.

Communicate your Drug Free Workplace policy to all applicants before they come in for an interview. This serves as a deterrent for those currently using drugs. Have all applicants and employees sign a statement indicating that they understand that your company is a Drug Free Workplace, that they understand your policy and that they agree to submit to drug testing. Use good hiring practices including thorough reference checking and investigate all gaps in employment.

Drug testing is only one part of a comprehensive Drug Free Workplace Program. Random drug testing can put you in legal jeopardy. A better course of action is to test "for cause," such as anytime there is an accident or injury on the job. The results of drug tests must be kept highly confidential to avoid invasion of the employee's privacy.

Train your supervisors about their role in your Drug Free Workplace Program. Encourage them to watch for employee behaviors that suggest problems, to remain focused on the specific impact on job performance, and to document everything thoroughly. Documentation should focus on measurable, objective standards as opposed to feelings, casual observations or subjective statements.

Creating an effective Drug Free Workplace Program takes time and effort, but the results are well worth the investment. Many companies experience an immediate increase in morale and decrease in accidents after adding this type of policy. It creates a workplace that is safer, healthier and more productive. Companies, such as Shared Resources (396-3000), are available to design and implement a Drug Free Workplace Program for your business.