Last updated : December 16, 2024
Florida’s Amendment 3 puts recreational marijuana on the state’s November ballot. Advocates for legalization are working overtime to encourage like-minded citizens to vote. Opponents are aggressively working on the other side of the issue. Case in point, Republican billionaire, Ken Griffin, is donating $12 million toward defeating recreational legalization in the Sunshine State.
If the amendment passes, employers operating a drug-free workplace won’t have to remove marijuana from the test panel. Using marijuana affects cognitive and motor skills—both of which are important components of job performance. Workplace safety could be threatened if employees were allowed to show up for work after using pot. Especially, when considering jobs that involve operating heavy machinery, driving, or manual labor.
Employers need to remember that alcohol use has long been accepted as normal behavior by society. Yet, everyone knows that showing up for work under the influence will most likely get you fired—immediately. If recreational marijuana passes in Florida, it will fall under similar guidelines which the population is sure to approve.
Drug-free programs and workplace safety
The Department of Labor estimates that 65% of all workplace accidents are attributed to drug and alcohol use. If you don’t already operate a drug-free company, it may be time to consider changing. The main reason employers start drug-free programs is for safety’s sake.
We mentioned above that marijuana negatively affects cognitive and motor skills. This is true of any drug. Reaction times are slower. That in itself creates a danger for themselves and anyone else who is nearby. The inability to focus can mean life or death as well.
Keeping drugs out of the workplace is a must.
In addition to seeing a marked decrease in workplace accidents, a drug-free workplace affords employers other benefits too.
Increased productivity
That reason is two-fold. Employees who work for you are going to know that you care about their well-being if you start drug testing employees to weed out drug users. They will feel more satisfied with their jobs and when they feel good, they work harder. As a matter of fact, you are likely to see a positive boost in company culture overall.
Moreover, when word gets out that you started drug testing, odds are drug users aren’t even going to take the time to apply for a position in the first place. Win-win.
Aren’t as many absences
People who use drugs are more likely to miss work than those who don’t. Whether it’s due to partying until the sun came up or a better option than working came along at the last minute, when workers don’t show up, it negatively affects your business.
The National Safety Council reported that employees suffering from substance use disorder (SUD) miss 24.6 days of work per year. Sober coworkers, however, only miss about 15 days. The report went on to state that workers who use drugs cost employers roughly $8,255 per employee per year. The number bumps to $14,374 for every executive, administrator, manager, and finance professional struggling with drug use.
Possible insurance incentives
Florida is one of the states that provide employers with reduced workers’ compensation premiums if the company is drug-free. Lowering the number of workplace accidents means fewer claims for them to process. Fewer claims. Fewer injuries. That’s another win-win scenario as far as we’re concerned.
What’s the process?
Creating a drug-free environment for workers is the ultimate goal of becoming a drug-free workplace. Unless mandated by a government agency, employers decide what their company’s drug-free policies and procedures are.
An overview of going drug-free is as follows:
- All policies and procedures must be documented in writing specifically detailing why the company is going drug-free
- Clear descriptions of what employees can and can’t do, a list of all expectations related to drug use
- Outline of what happens should an employee violate the policy
- Training programs for management personnel and employees
- Documentation clearly stating when an employee will be asked to submit a specimen
You should be aware of the drug laws in your state that may curtail the use of certain test methods. For instance, instant result tests, also called oral fluids tests, aren’t always admissible in court. It’s wise for a lawyer to look over your policies and procedures before implementing them. Doing so could save you from being pulled into court by a disgruntled employee somewhere down the road.
Need some help sorting things out?
Some employers choose to work with a company like ours. We can handle the entire drug-free program from start to finish. We can write customized policies and procedures, provide management training, teach employees the dangers of drug use, and completely manage the employee drug testing program.
Moreover, choosing to work with USAMDT gives you the option of having the drug test come directly to your business. It saves travel and time spent in waiting rooms when having employees report for testing off-site.
If you have a night shift, we roll 24/7. Imagine their response to having to walk down the hall to report for a drug test during their shift rather than disrupting their sleep cycle for days because they had to show up somewhere during business hours!
We show up anywhere you send us, anytime you need us there.
