Masonry Magazine December 1998 Page. 20
treatment facilities, chapters of the National Council on Alcoholism and Drug Dependency, and business and industry or trade organizations. Then gather workers' views, either formally or informally, as to whether alcohol and other drug use is present in the company and is undermining health, safety, security, or other aspects of work activity. Compare the hard data with subjective views to get some idea of the productivity toll exacted by substance abuse. While this potential use may still remain a hidden problem, companies nonetheless can act to make sure their workplace can be safer and more productive. The U.S. Department of Labor recommends a five-part program, including:
1) Instituting a written substance abuse policy that reflects a strong company commitment to a workplace free of illegal drugs and the abuse of alcohol and prescription drugs.
2) Establishing an employee education and awareness program on the specific dangers of substance abuse. This training builds on the company policy, highlights the dangers of substance abuse on the job (information, which by this point, you've acquired through the aforementioned sources), and helps nonabusers understand the problems of addiction and abuse and how the problems of others affect them.
3) Setting up a supervisor training program. This management training program is necessary for supervisors to understand the company's policies on workplace substance abuse and how they can deal with employees abusing or suspected of abuse in the workplace.
4) Establishing an employee assistance program. When your company has an employee assistance program (EAP) or access to one, it offers your employees an avenue to which they can voluntarily turn to for help in lieu of disciplinary action.
5) Instituting drug testing, as appropriate. Although this remains a controversial option, there is a growing consensus that drug testing is an integral part of a workplace substance abuse program, especially when the safety and health of others may be at risk. One Gallup poll shows that 97 percent of those asked believe that workplace drug testing is appropriate under certain circumstances.
With regards to the first part of this program, a company substance abuse policy, it is essential to obtain the support of top management and to develop and publish a written policy. This lets employees and job applicants know that your company's commitment to a drug-and alcohol-free workplace is serious and strong. Just as important as management support is the inclusion of employees from all levels of your company when developing a policy. In fact in some cases where management doesn't take such an initiative, employee representatives will do so as part of collective bargaining.
Your company's policy should be tailored to your workplace. All existing policies, agreements and relevant laws concerning the workforce should be reviewed to identify changes that need to be made so they are consistent with the workplace substance abuse policy. One example is company-sponsored social activities - it may be necessary to change a company's existing rules of conduct that apply to these activities.
Your company's policy can achieve the following:
Integrate the ideas of company interest and employee well-being by stating the company's concern for workers and dependents whose substance abuse adversely affects both job performance and the well-being of self, family and coworkers.
State the unacceptability of alcohol or other drug use on the job or use which affects work performance.
Define what constitutes an infraction of work policy in regard to substance abuse. Describe the consequences.
Outline the policy on use of alcohol at company-sponsored events.
Provide training for supervisors and employee representatives and education and outreach for the work force.
Recognize that alcohol and other drug problems are treatable and identify company or community resources where employees with problems can get help.
Describe the responsibility of an employee with an alcohol or other drug problem to seek and complete treatment.
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20 MASONRY-NOVEMBER/DECEMBER, 1998